Description
The PPT about a brief overview of appraisal process in a typical IT company.
Appraisal Process
A practical overview
Tech Mahindra
• Biannual appraisal • October (Mid term) and March (Annual) • Mid term - Performance review and goal setting for annual appraisal • Annual - Linked with increments, promotions and goal settings for next 6 months i.e. till next mid term appraisal
Appraisal form
Two steps involved • Appraisee fills his activity against the goal. Needs to enter Performed Activities, Challenges faced and Level of Performance • Individual Performance Goals ,Organizational Development Goals ,Self Development Goals ,Corporate Individual Performance Goal • Appraiser provides feedback on performance against the goal. Needs to enter Remarks and Improvement Suggestions
Appraisal form
Steps during appraisal
• Appraisee to fill and submit the appraisal form • Appraisee and Appraiser to have a Performance Review Discussion (PRD) • Appraiser has to fill in PRD details (Has the PRD happened (yes/no), duration of PRD, date of PRD and mode of PRD) in the last section of the appraisal form • If Appraiser selects “no” then the appraisal will remain pending in his list of appraisals • If Appraiser selects “yes” then the PRD details will be sent to the appraisee for validation (Has the PRD happened (yes/no), duration of PRD, date of PRD and mode of PRD)
Contd..
• If Appraisee says “no” then the appraisal will be sent to the sub-owner / owner for “PRD conflict resolution” • If Appraisee says “yes” then the appraisal will be sent to the sub-owner / owner for normalization Sub-owner / owner is expected to resolve all the PRD conflicts within a specific time frame
PRD experience
Everything depends on • Your manager • Your performance (if exceptionally well) • You
doc_736002380.ppt
The PPT about a brief overview of appraisal process in a typical IT company.
Appraisal Process
A practical overview
Tech Mahindra
• Biannual appraisal • October (Mid term) and March (Annual) • Mid term - Performance review and goal setting for annual appraisal • Annual - Linked with increments, promotions and goal settings for next 6 months i.e. till next mid term appraisal
Appraisal form
Two steps involved • Appraisee fills his activity against the goal. Needs to enter Performed Activities, Challenges faced and Level of Performance • Individual Performance Goals ,Organizational Development Goals ,Self Development Goals ,Corporate Individual Performance Goal • Appraiser provides feedback on performance against the goal. Needs to enter Remarks and Improvement Suggestions
Appraisal form
Steps during appraisal
• Appraisee to fill and submit the appraisal form • Appraisee and Appraiser to have a Performance Review Discussion (PRD) • Appraiser has to fill in PRD details (Has the PRD happened (yes/no), duration of PRD, date of PRD and mode of PRD) in the last section of the appraisal form • If Appraiser selects “no” then the appraisal will remain pending in his list of appraisals • If Appraiser selects “yes” then the PRD details will be sent to the appraisee for validation (Has the PRD happened (yes/no), duration of PRD, date of PRD and mode of PRD)
Contd..
• If Appraisee says “no” then the appraisal will be sent to the sub-owner / owner for “PRD conflict resolution” • If Appraisee says “yes” then the appraisal will be sent to the sub-owner / owner for normalization Sub-owner / owner is expected to resolve all the PRD conflicts within a specific time frame
PRD experience
Everything depends on • Your manager • Your performance (if exceptionally well) • You
doc_736002380.ppt