The document discusses proposed changes to the performance management system at the National Institute of Management Central India Campus. The key changes proposed include: 1) Introducing student feedback and a self-appraisal component to provide a more qualitative analysis beyond just quantitative work units. 2) Prescribing minimum and maximum teaching loads per year and categorizing journals to standardize how research and publications are awarded work units. 3) Increasing monetary compensation for faculty who earn work units above the minimum specified to better incentivize performance.

1. PERFORMANCE MANAGEMENT
AT THE NATIONAL INSTITUTE OF
MANAGEMENT : CENTRALINDIA
CAMPUS
Presented By:-
Sheetal Verma

2. CASE INTRODUCTION
• National Institute of Management Central India Campus shared
the new policies pertaining to recruitment, work measurement,
appraisal and promotion.
• NIM (CI) were planning to implement the new policies in all
over operating units of NIM in India.
• NIM (CI) was highly appreciative of being transparent because
of the “Unit Based Work Measurement System”.

3. • NIM (CI) Campus location was not appreciated by the faculty
members.
• Incentive System was the only way to employee motivated and
work with the NIM (CI) Campus.
• Intellectual Capital provided an institute with the only source of
competitive advantage.

4. Purpose Of The New System Change
• Minimum work load specified was too low.
• Large difference between the units earned by the faculty at two
different campuses.
• AI Committee feel that the current system did not include any
qualitative analysis.

5. Proposed Changes In The New System
• Introduction of student’s feedback.
• Prescription of minimum and maximum teaching loads per academic
year.
• Categorization of journals for the award of equivalent work units.
• Monetary Compensation for the units to be increased above minimum
specified units.
• Faculty members could carry forward excess units to a special leave
account.
• Self-appraisal of the previous year’s work plan.

6. Faculty Work Measurement System
• Teaching and Student
Guidance
• Research and publication
• Increase in compensation
• Self – Appraisal
• Feedback
• Evaluation of Internships and
student projects
• Research
• Conferences

7. Faculty Work Measurement System
• Executive education program
and consultancy
• Proportionate Point System
• Open Management
Development Programs
• Off- campus Programs
• Consultancy
• Dean
• Program Chairperson
• Administrative Chairpersons
• Hostel Warden
• Chairperson Placement
Committee

8. More You Change, Things Remain Same
• Many things remain consistent even as changes happen
• Eg: We move into fancy new office and still, the server crashes
all the time

9. Comparison with the case
• Previous System – Teaching alone
• New System – Diversified portfolio of activities
Key changes in the work measurement
 Self-appraisal
 Research & Publications
 Minimum & Maximum Workload
 Proportionate point system

10. RESISTANCE TO THE NEW
PROCESS
• Different needs , goals than IIMA
• 27 journals as A+ publication
• Competency of Faculty
• Online journals
• Increasing workload of Faculty

11. SUGGESTIONS
• There is need of a better performance evaluation technique like 360
degree approach to check the work quality( teaching) of faculties in
current system
• Example : Student feedback could be considered
on the basis of various performance metrics like communication,
practical knowledge, class environment, subject knowledge etc.
• Lack of reward is also observed in the given scenario because of
which the faculties are not well motivated

12. • Units should be allocated on the basis of work worthiness rather
than the completion of number of tasks only.
• Turnover rate of faculty has been a disadvantage based on the
location of institute, so more emphasis should be given to retain
good faculties by providing incentives as appreciation of their
effort.
• Changes should be made which will directly not affect the
income of faculty or work load rather a better evaluation of
qualitative factors like efficiency and effectiveness of teaching
and making students capable to meet standards of corporate
industry

13. THANK YOU