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performance management

and appraisal

Human Resource Management

Akshat Gupta (PGP26002), Aravinthan G (PGP26008),Arun Kumar T (PGP26009), Kunal Dhamesha (PGP26025),

Manikandan M (PGP26026), Okramcha W (PGP26031),

Swati Patil (PGP26062)

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Agenda

Introduction to Performance Management & Appraisal

Why Performance Management?

Performance Appraisal & Methods

Performance Management @ Dunnhumby

360 degree feedback

Conclusion

Recommendation

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IntroductionPerformance Appraisal and Performance Management

Performance appraisal

Evaluating an employees current and/or past

performance relative to his or her performancestandards.

Performance management

The process employers use to make sure employeesare working toward organizational goals.

Employees individual goals point towards overall

strategic direction

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Why PerformanceManagement?

Increasing use by employers of performance management reflects:

The popularity of the total quality management concepts.

The belief that traditional performance appraisals are often not just

useless but counterproductive.

The necessity in todays globally competitive industrial environment for

every employees efforts to focus on helping the company to achieve its

strategic goals.

Continuous improvement

A management philosophy that requires employers to continuously set

and relentlessly meet ever-higher quality, cost, delivery, and availability

goals.

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PerformanceAppraisal

Why appraise performance?

Appraisals play an integral role in the employers performance

management process.

Appraisals help in planning for correcting deficiencies and

reinforce things done correctly.

Appraisals, in identifying employee strengths and weaknesses,

are useful for career planning

Appraisals affect the employers salary raise decisions.

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PerformanceAppraisalMethods

Self-Review

Peer Review

Essay appraisal

Graphic rating scale

Forced-choice rating

Field review

Ranking methods

Critical incident appraisal

Management-by-objectives approaches

Work-standards approach

Assessment centres

360 degree appraisal

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Dunnhumby

A retail analytics and consulting firm

Present in India, US, UK, Ireland & France

Partnership with Tesco

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PerformanceManagement Dunnhumby requires

constant interaction with clients

accountability of employees to their customers

Perfomance management System@ Dunnhumby

Performance managementprocess using inspiration2

a. Objective setting

b. Capabiltiy framework

360 Feedback usingcarbon360

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PerformanceManagementProcess

Set futureObjectives

Rate yourselfon Core andtechnical

capabilities

Give yourlearningdevelopmentrequirements

Mid termreview with

line manager

FormalFeedback on

your progress

towardsobjective andguidance toimprove andmonitor your

performance

Final reviewwith linemanager

Employee isgiven a rating

based on thefinal reviewwhich will

affect hisbonus andappraisal

Goals -> SMART Specific/ Measurable/ Achievable & Agreed/ Relevant/ Timed

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360degreefeedback Feedback from all possible

stakeholders

Multi rater, Multisource

feedback

Objectives

Well Rounded Feedback

Personal & Organizational

Reduced Discrimination risk

Enhanced Customer Service

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Recommendation

Early warning system

Designing intelligent performance appraisal systems separate

the managers roles of judge and counsellor

Appraisal based on combination of management-by objectives

and behavioural measures

Problem solving focus

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Questions