The document summarizes the performance appraisal system used at Tech Mahindra Ltd. It discusses that Tech Mahindra uses a comprehensive and objective performance appraisal system to evaluate employees and provide feedback to help them improve. The performance appraisal process at Tech Mahindra uses both traditional methods like straight ranking, grading, and checklist methods as well as modern methods like assessment centers and behaviorally anchored rating scales. The overall goal of the performance appraisal system is to help employees develop skills, achieve career goals, and contribute to the company's success.

1. Performance Appraisal at Tech
Mahindra Ltd.
Presented by – Samyak Jain
(MCA/25014/2022)
Submitted to – J.K Chandel sir

2. Introduction
Tech Mahindra is multinational technology company that provide
a range of IT and business process outsourcing services.
Founded in 1986 as a joint venture between Mahindra &
Mahindra and British Telecom. Headquartered in Pune,India.
Provides digital transformation and consulting services to clients
worldwide.

3. Performance Appraisal at Tech Mahindra Limited
The company uses a performance appraisal system to
evaluate the performance of its employees and provide
them with feedback to help them improve their skills and
achieve their career goals.
The performance appraisal system at Tech Mahindra is
designed to be comprehensive and objective, and its
includes a range of tools and methods to access employee
performance

4. The Performance Appraisal process at Tech Mahindra
uses these method:
1.Traditional Methods
2. Modern Methods

5. Traditional Methods
1.Straight Ranking Method – In this system , the rating of
a man in a work group is done against that of another
simplest method of separating the most efficient from the
least efficient.
2.Grading Method – Under this method , the rater
consider certain features and marks them accordingly to a
scale.

6. 3.Graphic/Linear Rating Scale – It is the It is the oldest and most
widely used performance appraisal method. The rating can be
a matrix of boxes or a bar graph where the evaluator checks
off a location relative to the rating.
4.Checklist Method – Under this method, the rater does not
evaluate employee performance , he supplies report about it
and the personnel department does the final rating. A series of
questions are presented concerning an employee’s behaviour.
The rater then checks to indicate , if the answer to a question
about the employee is positive or negative.

7. Modern Method
1.Assessment Center Method – Under this method , many evaluators join
together to judge employee performance in several situations with the use of
a variety of criteria. The assessment centers generally measure
interpersonal skills and other aspects such as: organizing and
planning- getting along with others- quality of thinking- resistance to
stress- motivation to work etc.
2. Human Asset Accounting Method- The human asset accounting
method refers to activity devoted to attaching money estima external
customer goodwill. If able, well- trained personnel leave a firm- the
human organization is worthless; if they join it, its human assets are
increase. This method is not yet very popular.

8. 3. Behaviorally Anchored Rating scales (BARS)- This is a new
appraisal technique. It provides better- more equitable appraisals as
compared to other techniques. Since BARS is done by persons who
are expert in the technique- the results are sufficiently accurate. The
technique is not biased by the experience and evaluation of the rater.

9. Conclusion
 Overall , the performance appraisal system at Tech
Mahindra is designed to help employees develop new
skills , achieve their career goals , contribute to the
success of the company.

10. Thank you