Mahindra & Mahindra Ltd. is an Indian multinational automotive manufacturing company and the largest tractor manufacturer in the world. It is the market leader in multi-utility vehicles in India and one of the top three tractor manufacturers globally. The group has a leading presence in key sectors of the Indian economy such as automotive, financial services, trade & logistics, automotive components, information technology, and infrastructure development. The document then outlines Mahindra's performance management process which includes setting KRAs (key result areas) and goals, mid-term reviews, final performance appraisals, feedback, and the importance of performance appraisal.

1. MAHINDRA & MAHINDRA LTD.
Presented By:
Reena Alva
Roll No: A – 4

2. • Mahindra is the market leader in multi-utility vehicles
in India.
• Only Indian company among the top three
tractor manufacturers in the world.
• The Group has a leading presence in key sectors of the
Indian economy, including the Automotive, financial
services, trade & Logistics, Automotive
components, Information Technology and
Infrastructure Development.

3. STRATEGY, VISION, MISSION &
BUDGET
BUSINESS GOALS
ORGANIZATION’S OBJECTIVES
DEPARTMENTAL / FUNCTIONAL
OBJECTIVES
ROLE / INDIVIDUAL OBJECTIVES
KEY RESULT AREA (KRAs)

4.  Balanced Score Card approach
 By Robert S. Kalpan and David P. Norton’s, 1992
 Measures performance on 4 perspectives

5. Customer
Financial
BSC Internal
Processes
L&D

6. How do customer see us? • Customer
What must we excel at? • Internal Process
Can we continue to • Learning &
improve and create value? Development
How well do we look at • Financial
our stakeholders?

7. Communication
KRA Setting
Workshop
Performance Mid Term
Appraisal Review
Feedback &
Counselling

8.  2 Day workshop in the month of May – June
 ‘KRA setting’ and ‘How to conduct performance
appraisal’
 Useful to both appraisers and appraisees

9.  Individual goals linked to business
 3 – 5 KRAs
 Total Weightage: 100%
 Set after discussion between appraiser and appraisee
 Forms a basis for the calculation of performance
payout
 The KRA sheets are sent to Corporate HR Department.

10.  Conducted in the month of October
 Measure and evaluate performance in terms of the
goals set
 Discussion of correction measures

11.  Done in the month of April
 Employees are reviewed on the basis of achievement of
KRAs, assessment of significant tasks other than KRAs
 Leadership competencies - M&M Ltd has adopted 7
leadership competencies
 Employee’s feedback is recorded

12.  Discussion is held between appraiser & reviewer to
jointly arrive at overall rating of the employee
 For the performance pay calculation, the overall
performance is divided into two parts:
 Business Performance
 Individual Performance

13.  Appraiser gives feedback to the subordinate
immediately after the final performance appraisal
 Reviewing if all the employees have got the appraisal
report

14.  Why performance appraisal is needed
 Helps in identifying Areas for Improvement.
 Provides development opportunities for the growth of
people.
 Generate Data for actions relating to
Increments, Promotions, etc.