Performance appraisal involves systematically evaluating employee performance to understand abilities, development, and growth. There are traditional and modern methods of performance appraisal. Some companies have moved away from bell curve or ranking methods of appraisal to focus more on continuous feedback and goal setting between appraisers and appraises. Companies discussed include HCL, Accenture, Microsoft, Google, IBM, Cisco, and Wipro.

1. Performance
Appraisal
& Appraisals methods used in some companies
-Presented by
Rohan Patange
Aashee Chamadia
Neha Mane
Tanvi Patil
Nikhil Khadse

2. Introduction: Performance
Appraisal
Performance appraisal can be described as a systematic
evaluation of performances of several employees so that
they can understand all abilities of a person and their
development and growth. Performance appraisal is also
done in a very systematic manner which includes
measuring the pay of employees and comparing it with all
plans and targets.

3. Methods of Performance Appraisal
TRADITIONAL
METHODS
• Ranking Method
• Paired Comparison
• Grading Method
• Forced Distribution Method
• Forced-Choice Method
• Check-List Method
• Critical Incidents Method
• Graphic Rating Scale Method
• Essay Method
• Field Review Method
• Confidential Report
MORDEN
METHOD
• Management by Objectives (MBO)
• Behaviourally Anchored Rating
Scales (BARS)
• Assessment Centres
• 360 – Degree Appraisal
• 720 – Degree Appraisal
• Human Resource Accounting

4. Appraisals methods used in some companies:
HCL
• HCL has shifted from bell curve appraisals to
feedback-based system (360 degree feedback)
• Before bell curve HCL Tech was following an open
rating, or rating based on feedback.
• Now it has implemented a new performance
management system that's focused on giving
regular feedback and goals-setting

5. Accenture
• Earlier Accenture use to follow the bell curve rule for appraisals ,
which was basically “performance management” , and now it's
“performance achievement” , which basically means you get to set your
priorities and goals and discuss them with your supervisor manager.
They will give you feedback based on what priorities you have set, and
where all you need to put more effort for better performance feedback.
• The difference between the earlier and present system is that
employees are not compared against each other and there is no cap on
the number of people who can fall within a particular segment, which
gives more fair chance to every employee to prove themselves and get
better feedback.

6. Microsoft
• Microsoft was among the first to do away with the bell curve model
back in 2013. The bell curve has been held responsible for killing
innovation and teamwork at Microsoft and fostering a bureaucratic,
political culture that undercut its ability to compete.
• The main feature of Microsoft's new system is the stress it lays on
continuous feedback.
• The appraiser and appraisee are required to do at least four "connects"
every year, where the discussion is around what was achieved in the
past quarter, what is planned in the next quarter and what could have
been done better.

7. Google
• Google’s Objectives and Key Results aka OKR system allows employees
to set goals for themselves and come up quantifiable results. Then
managers rate them a five-point scale. A peer review group is selected
by the manager.
• This group also include juniors. In the next stage, the managers meet
and review all candidates. Also, the annual reviews are separate from
pay discussions.
IBM
• IBM added new system for measuring appraisal called ‘checkpoint’. As
a part of the new five point scale Checkpoint appraisal system,
employee will be subjected to four yearly reviews, replacing the
previous system where they had to go through just annual review.

8. Cisco
• Cisco also axed the bell curve model in November 2014. The company
follows quarterly 'sync up' conversations between appraisers and
appraises.
• The bell curve system also mandated open conversations, but they
never actually happened.
• In a ranking system, employees would just be interested in knowing
their rank. They would tune out to the rest. This disinterest in
feedback has always been a characteristic of the Indian workplace and
bell curve appraisals have failed to address the problem.

9. Wipro
• Wipro is now implementing a new evaluation system where feedback
will be more frequent and quarterly, as opposed to a one-time annual
process, it undertakes a "rigorous performance appraisal process" on a
regular basis to align its workforce with business objectives, strategic
priorities of the company, and client requirements. Its comprehensive
performance evaluation process includes mentoring, re-training of
employees.