8/6/2019 Group 1 - Performance Manage
1/12
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)
8/6/2019 Group 1 - Performance Manage
2/12
Agenda
Introduction to Performance Management & Appraisal
Why Performance Management?
Performance Appraisal & Methods
Performance Management @ Dunnhumby
360 degree feedback
Conclusion
Recommendation
8/6/2019 Group 1 - Performance Manage
3/12
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
8/6/2019 Group 1 - Performance Manage
4/12
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.
8/6/2019 Group 1 - Performance Manage
5/12
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.
8/6/2019 Group 1 - Performance Manage
6/12
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
8/6/2019 Group 1 - Performance Manage
7/12
Dunnhumby
A retail analytics and consulting firm
Present in India, US, UK, Ireland & France
Partnership with Tesco
8/6/2019 Group 1 - Performance Manage
8/12
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
8/6/2019 Group 1 - Performance Manage
9/12
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
8/6/2019 Group 1 - Performance Manage
10/12
360degreefeedback Feedback from all possible
stakeholders
Multi rater, Multisource
feedback
Objectives
Well Rounded Feedback
Personal & Organizational
Reduced Discrimination risk
Enhanced Customer Service
8/6/2019 Group 1 - Performance Manage
11/12
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
8/6/2019 Group 1 - Performance Manage
12/12
Questions