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PERFORMANC
E
MANAGEMEN
T SYSTEM
PRESENTED BY: JATIN BAKSHI
1711715
CONTENTS
INTRODUCTION
PERFORMANCE MANAGEMENT V/S
PERFORMANCE ENHANCEMENT
INFOSYS – THE PRACTICAL ASPECTS
Q&A
INTRODUCTION
INDUSTRIAL REVOLUTION OF 18TH
CENTURY
SYSTEM DESIGNED TO IDENTIFY THE
WAYS TO ACHIEVE THE ORGANIZATIONAL
GOALS THROUGH CONSTANT
ASSESSMENT AND FEEDBACK.
ALIGNING INDIVIDUAL GOALS WITH
ORGANIZATIONAL GOALS
PERFORMANCE MANAGEMENT V/S PERFORMANCE
ENHANCEMENT
• Defining Performance
• Measuring Performance
• Feedback
• Performance Development
INFOSYS
INDIAN MNC (1981)
SECOND LARGEST IT COMPANY IN
INDIA
BUSINESS CONSULTING,
INFORMATION TECHNOLOGY,
OUTSOURCING SERVICES
EMPLOYS OVER 200,000 EMPLOYEES
IN 45 COUNTRIES
CRR RATING
SYSTEM
• Performance is evaluated relative
to the performance of people in
the peer group
• Task evaluation is distinct from
annual evaluation
• Range from 4 to 1+
• Performagic
• Mandatory ILI (Infosys Leadership
Lessons)
OVERALL
PERFORMANCE IS
BASED ON
CONSISTENCY OF PERFORMANCE
COMPLEXITY OF WORK ENVIRONMENT
LIVING THE INFOSYS VALUES
DEMONSTRATED CAPABILITY FOR TAKING UP HIGHER
RESPONSIBILITIES
COMPARE OVERALL PERFORMANCE TO THE PEER GROUP
RESOLVE CONFLICT
CRR RATING
4
3
2
1 1+
IMPACTS
-PERFORMANCE
INCENTIVES
-SALARY REVIEWS
-PROMOTIONS
ICOUNT
• Individual Evaluation
• Disproportionate Rewards to Top
Performers
• Appraisal from the inception
• Flexible
• Application – icount
• Range ‘outstanding, commendable,
met expectation, below expectation’
• More Transparency
Q&A
THANK YOU

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