PMS in Mahindra & Mahindra Limited

1. Presented by : RAVI
Title: Performance Management System
Affiliation: REVA UNIVERSITY

2. MAHINDRA & MAHINDRA LTD.

3. • 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.

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

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

6. BSC
Customer
Internal
Processes
L & D
Financial

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

8. Communication
Workshop
KRA Setting
MidTerm
Review
Performance
Appraisal
Feedback &
Counselling

9.  2 Day workshop in the month of May –
June
 ‘KRA setting’ and ‘How to conduct
performance appraisal’
 Useful to both appraisers and appraises

10.  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.

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

12.  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

13.  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

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

15.  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.

16. Thank you