This organization has evolved a new style of conducting the ROI and TI.... makes interesting reading
Here are a few animated term of reference - like the ‘9 box Matrix ’
• Jajejas : Very Highly paid and no real contribution
• Pathans & Kholis : Highly paid but very erratic and marginal performance
• Sachin Dadas : Paid based on past performance while current performance way below par
• Pujaras: HighPots ( potentials ) hardly any opportunity to show performance
• Kaifs: Utility talents used for miscellaneous jobs /assignments
• Gambir Gayles : The stars who played to potentials and/or met and exceeded their expectations
• Dravids: Institutional members – reasonably good performance. Corporate Value evangelizers
• Lucky Lukes: On boarded for creating a MNC flavor.
• TD&Harry: Environmental cases. Used effectively for bell curve loading
I thought, this model is a good mutually value adding opportunity for ‘Corporate and Cricket ‘to conduct their Performance Appraisal, Succession and Severance plan and review of the Compensation and Benefit.
Of course the real challenge is in Execution (pun intended) especially those cases where the guy is CEO’s favorite!!
Do you get me Steve??!!
Here are a few animated term of reference - like the ‘9 box Matrix ’
• Jajejas : Very Highly paid and no real contribution
• Pathans & Kholis : Highly paid but very erratic and marginal performance
• Sachin Dadas : Paid based on past performance while current performance way below par
• Pujaras: HighPots ( potentials ) hardly any opportunity to show performance
• Kaifs: Utility talents used for miscellaneous jobs /assignments
• Gambir Gayles : The stars who played to potentials and/or met and exceeded their expectations
• Dravids: Institutional members – reasonably good performance. Corporate Value evangelizers
• Lucky Lukes: On boarded for creating a MNC flavor.
• TD&Harry: Environmental cases. Used effectively for bell curve loading
I thought, this model is a good mutually value adding opportunity for ‘Corporate and Cricket ‘to conduct their Performance Appraisal, Succession and Severance plan and review of the Compensation and Benefit.
Of course the real challenge is in Execution (pun intended) especially those cases where the guy is CEO’s favorite!!
Do you get me Steve??!!