Performence Appraisel at Wipro

8/8/2019 Performence Appraisel at Wipro

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PERFORMANCE APPRAISAL

AT WIPRO



WIPRO

y Wipro started as a edible oil producer in 1947 from an old mill

founded by Azim Premji's father under the name Western India

Vegetable Products

y

Chairman- Azim H Premjiy In 1977 it entered the IT segment.

y Third largest IT services company in India

y First Indian company to adopt Six Sigma

y3

rd

Best HR Management company in Indiay Employees- 97250 as on November 2008



HR POLICIES AT WIPRO

y Manpower Planning

y Internal & External Recruitment

y Intensive Training & Development

y Performance Appraisal

y Promotion, Transfer, & Demotion

y Job Rotation

y Grievance Handling

y

Welfare Activitiesy Wipro Employee Stock Option Plan (WESOP) allows employees to

share in the companies success



Performance Appraisaly Performance appraisal is the process of measuring and

improving the actual performance of the employ ee and the future potential of the employ ee.

y Performance appraisal is a systematic way of re vie wing andassessing the performance of an employ ee during a giv enperiod of time and planning for his future.



T HE APPRAISERS IN

PERFORMANCE APPRAISAL

SelfSelf AppraisalAppraisal

Supervisors Supervisors

Peers Peers Customers/

Clients

Subordinates Subordinates



360 DEGREE PERFORMANCE

APPRAISAL SYSTEM360 degree feedback, also known as 'multi-rater feedback', is the most comprehensiveappraisal where the feedback about the employees¶ performance comes from all the sources

that come in contact with the employee on his job.

360 degree respondents for an employee can be his/her peers, managers (i.e. superior),

subordinates, team members, customers, suppliers/ vendors - anyone who comes into

contact with the employee and can provide valuable insights and information or feedback regarding the "on-the-job" performance of the employee.



OBJECTIVES OF

PERFORMANCE APPRAISAL y Setting targets and goals as performance standards

y To review the performance of the employees over a given period of

timey Identifying training and development needs

y Rewarding performance

y Improving performance

yTo strengthen the relationship and communication between superior

± subordinates and management ± employees

y To reduce the grievances of the employees



ADVANTAGES

To the individual:To the individual:Helps individuals to understand

how others perceive them.

Uncover blind spots

Quantifiable data on soft skills

To the team:To the team:Increases communication

Higher levels of trust

Better team environment

Supports teamwork

Increased team effectiveness

To the organization:To the organization:Reinforced corporate culture by linking

survey items to organizational leadershipcompetencies and company values

Better career development for employees

Promote from within

Improves customer service by involving them

Conduct relevant training



ProblemsIt is the most costly and time consuming type of appraisal.

These programs tend to be somewhat shocking to managers at

first. Amoco's Bill Clover described this as the "SARAHreaction: Shock, Anger, Rejection, Acceptance, Help".

The problems may arise with subordinate assessments whereemployees desire to ³get the boss´ or may alternatively

³scratch the back´ of a manager for expected future favors.

The organization implementing this type of performanceappraisal must clearly define the mission and the scope of theappraisal. Otherwise it might prove counter productive.



I MPOR TANT F ACTORS I N 360

DEGREE F EEDBACKS

According to Mr. Pratik Kumar.

The mission and the objective of thefeedback must be clear.

Employees must be involved.

Resources must be dedicated to the process, including top management'stime.

Confidentiality must be assured.

The organization, especially topmanagement, must be committed to the

program.PratikKumarCorporate V P HR, WiproTechnologies Limited.



Conclusion

360 is gaining popularity with many managers and

employees.

New way of addressing the performance issue.

Employees will feel that they're being treated fairly.

Supervisors will feel the relief of no longer carrying

the full burden of assessing subordinate performance.

The combined effect of these outcomes should result in

increased motivation, which in turn improves

performance.



PRESENTATION BROUGHT TO YOU BY

Shahul Hameed

Shubham JainHadish Hanif

Deepak Singh

Vinaya V



Performence Appraisel at Wipro

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