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Performance Appraisal and Management- Analysis of Performance

Management at Streebo.

Submitted To:
Zara Islam
Course Instructor
Performance Appraisal and Management (HRM 511)
IoBM-CBM

Submitted By:
Ramsha-ul-Ain
Khushnam Karanjia
Imad Zaid
Faiza Ahmed
Syeda Neha Khalid

Date: 19th April 2015

LETTER

OF

ACKNOWLEDGEMENT

We would like to express our whole hearted thanks to Almighty Allah by


whose grace and blessings we have the knowledge; insight and opportunity
to this complete this report.
Most importantly, we are grateful to our instructor, Ms. Zara Islam whose
continuous support, faith and cooperation contributed significantly towards
the completion of this report.
We would especially like to thank:
Mr. Shafique ur Rehman (HR Executive, Streebo)

Table of Contents
OUR COMPANY: BCG SOLUTIONS............................................................................... 3
COMPANY PROFILE.................................................................................................. 3
CONSULTANT INTRODUCTION..................................................................................2
Ramsha-ul-Ain...................................................................................................... 2
Khushnam Karanjia.............................................................................................. 2
Imad Zaid............................................................................................................. 2
Faiza Ahmed........................................................................................................ 2
Syeda Neha Khalid............................................................................................... 2
SELECTED ORGANIZATION: STREEBO.........................................................................3
Company Profile...................................................................................................... 3
Business Philosophy................................................................................................ 4
Vision...................................................................................................................... 4
Mission.................................................................................................................... 4
ORGANIZATIONAL CHART........................................................................................ 5
HUMAN RESOURCE AT STREEBO............................................................................. 6
1) Recruitment and Selection............................................................................. 6
2) Salary and Compensation.............................................................................. 8
3) Training and Development...........................................................................10
4) Employee Separation and Full and Final Settlement....................................10
PERFORMANCE MANAGEMENT SYSTEM AT STREEBO............................................11
Appraisal Process............................................................................................... 11
Method of Appraisal at Streebo..........................................................................11
Evaluation Form................................................................................................. 13
Feedback and Guidance..................................................................................... 15
Outcomes of Appraisal Utilize............................................................................ 16
AREAS FOR IMPROVEMENT.................................................................................... 16
PROPOSED PERFORMAMCE MANAGEMENT SYSTEM..............................................16
CONCLUSION......................................................................................................... 16

OUR COMPANY: BCG SOLUTIONS

COMPANY PROFILE
It is a management consulting firm providing technology services and outsourcing
practices.. With a multi-disciplinary team of professionals we offer a full range of HR
services to assist clients in attracting, retaining, motivating and developing an
optimum mix of people. As a group, we also enjoy technology partnerships with
Oracle, Microsoft, Sybase and SSA Global Technologies. Our core specialty areas
include:

Actuarial & Insurance Consulting


Human Resources Consulting
Business Systems Consulting
Information Solutions & Services

Software development has one of the major practice areas for BCG Solutions and
forms a major part of our workforce. We maintain dedicated development and
support

teams

on

different

computing

platforms

which

include:

Microsoft

Technologies, Java, PowerBuilder, Web Based Application Development, and Oracle


& AS/400.
The core functions of BCG Human Resource Department are:
o

Assessments & Psychometric Testing: The Company offers different


combinations of assessment services to cater to specific client needs, based on
their unique requirements.

Executive Search: BCG Solutions maintains a comprehensive database of job


seekers, which is regularly updated to ensure availability of suitable potential
candidates to meet urgent requirements.

Training and Development: The Companys Training and Development


Programs focus on enhancing the skills, competencies, and knowledge of human

capital deployed in client organizations through in-house and open audience


workshops and programs.
o

Compensation and Reward Management: To assist clients in ensuring


that clients compensation structures and practices are consistent with market
norms and trends and are internally consistent across functions and at various
hierarchical levels.

o CONSULTANT INTRODUCTION
o Ramsha-ul-Ain
o Khushnam Karanjia
o Imad Zaid
o Faiza Ahmed
o Syeda Neha Khalid
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o SELECTED ORGANIZATION: STREEBO


o

o Company Profile
o

Streebo is an IBM Business Partner and a


global provider of technology automated solutions. It partners with its clients
to streamline complex business processes and applies software automation
techniques to rapidly assemble business solutions. Using the automated
solutions their clients achieve efficiencies to scale and this allows them to

rapidly respond to their ever changing business needs.


Their key differentiator is their radically different approach towards delivering
technology solutions. Leveraging tools that employ Parametric Modeling and
Software Automation, Streebo "assembles" solutions. Rather than employing
an army of programmers to manually code applications on never-ending
services projects, Streebo uses off-the-shelf pre-fabricated components to
rapidly deliver customized and personalized solutions that will respond to
changes in their business.

Streebo works with unique customers in a variety of industries. Streebo is a

premier provider of Business Intelligence Consulting and Support Services and is a Kalido business
partner. Their leadership team has worked with several Fortune 500 customers in bringing Business
Intelligence projects to life. They partner with various BI vendors in providing an end-to-end solution to
custom fit clients needs. Some of their customers are
Deloitte, Honda, Citibank, Saint-Gobain etc.
o
o

Streebo has partnered with Kalido to provide data warehousing and master data management

consulting and solutions built on top of Kalido's leading edge platforms. Another area which we focus on
is the Information Management domain.
o
o

Streebo is a premier provider of Portal Development and Services for the IBM Web sphere Portal

Platform. Their combined team has over four decades of Portal and Portlet Development and they are
constantly engaged by their customers as experts at taking on complex technical challenges. They have
worked with IBM and others to create Portlets that integrate with varying content management platforms
such as Web sphere Content Management, FileNet, Interwoven and others.
o
o

o Business Philosophy
Streebo business philosophy is based on the importance of relationships and a relentless search

for greater accomplishments. At Streebo, they never lose sight of commitment to fulfilling the needs of
each client, building a long-term, mutually beneficial relationship on that foundation. They have adopted
state-of-the-art tools, technologies and methodologies to provide hi-tech and high quality solutions for
their clients. They can advise and explore new and exciting possibilities for their customers that can help
them to optimize their investments and achieve the bottom line: RESULTS!
o
o

o Vision
o

To be the Number 1 IT Employer in Pakistan; by developing true


human capital and providing opportunities for growth, well being
and enrichment HR
o

o Mission
To establish the organizational climate in which people have the competency and commitment to

serve the internal and external customers with complete satisfaction, thus leading to an empowered,
responsive and competent organization
o
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o ORGANIZATIONAL CHART

HUMAN RESOURCE AT STREEBO


The Human Resource department at Streebo is focused towards becoming a strategic partner in attaining
organizational objectives by providing value added services to its staff members and developing them to
meet future operational challenges.

1) Recruitment and Selection


The purpose is to attract, recruit and retain employees of the highest caliber on
merit, by ensuring equal employment opportunity, transparency in process and
procedure leading towards continuous improvement and development. Equal
employment opportunity means providing a workplace where they do not
discriminate on the basis of race, color, religion, gender, or physical disability.

The requirement for any hiring is identified by concerned Resource Manager. The
request

for

new

hiring

is

communicated

to

HR

along

with

properly

constructed scorecard that comprises of three elements which help set expectations
for the new hires;

Mission: Summary of jobs core purpose in order to understand the reason of

hiring someone
Outcomes: Describes what a person needs to accomplish in a role.
Competencies: Ensuring organizational fit by evaluating critical role based and
cultural competencies.

Sources of Recruitment

RECRUITMENT DRIVES: The HR Team works on the company presentation;


collaborates with the Liaison Department of the selected University, confirm the
date of the presentation, invite students and promote this event and thoroughly
perform the tasks to make this event successful. Along with presentation,
technical tests are conducted. Candidates who successfully clear the tests are

called for the interviews and the hiring process follows accordingly
JOB ADVERTISING: Opened positions are advertised on appropriate networking
channels\university job boards and alumni groups\head hunt \job portals\website
career section or social networking websites to generate an external talent pool.

Selection Process- For Employees

SCREENING OF RESUMES: The rsums received against the positions vacant


are scrutinized at the initial level by the HR personnel and then sent to the

position owner for further short listing.


SCREENING INTERVIEW: A telephonic screening interview of the shortlisted

candidates is conducted by the HR Department.


HR INTERVIEW: After successfully clearing the screening interview, the
candidate is then called for HR interview where questions related to career
goals, professional behavior, bosses and their ratings on your performance on 1-

10 scale.
FOCUSED INTERVIEW:

After clearing the HR interview, the candidate then

appears for a focused interview. This interview is a scorecard based, which


allows you to gather additional, specific information about the candidate. Each

interviewer assesses the candidate using the given Candidate Evaluation Form
TOP GRADING INTERVIEW: On the basis of the evaluation, the candidate
reaches to the final level for the top grading interview. Its a chronological walk
through of a persons career. Highs and lows of a persons educational

experience to gain insight into his/her background.


REFERENCE INTERVIEW: A background reference interview is

conducted by

the HR Department, to ensure that candidate has given correct information


about him/herself during the interview process and he/she is a good performer.

CANDIDATES DISCUSSION SESSION: After successful evaluations, a combine


discussion with all the interviewers is arranged before extending the offer to the
selected candidate to ensure whether the candidate is good to offer or any other

decision will be taken depending on the mutual consensus of all the interviewers
OFFER LETTER: One the basis of the consensus, the candidate is extended

with the offer


JOINING FORMALITIES: After the acceptance of the offer.

2) Salary and Compensation


The purpose of this policy is to provide adequate compensation package based on capability and potential
of the employees. Details of compensation and benefits are communicated to each staff member at the
time of appointment or any change in their functional grade or update in benefits during the course of
their employment with the company. Any revision or update in compensation or benefits of the staff
members is subject to the Managing Partner approval.

SALARY: Salary scale is established for each level of job within the organization and is controlled
by Human Resource Department. All compensation and benefits related information including salary,
bonus and other payments are strictly confidential and must not be shared with anyone within or

outside the company.


PAYOUTS: All permanent/ contract/ temporary staff members will be paid fortnightly. The salary/
fee /stipend paid to staff members will be subject to income tax deduction as per local applicable

laws.
INCREMEMTS: Salaries are reviewed on an annual basis and are effective from January 1st of each
year. Salary increments are made on the basis of employee conduct and performance during the year.
Employees who have served 3 months or more will be considered for salary reviews at the time of
Performance Appraisal

SEMI ANNUAL BONUS: All permanent employees shall receive bonus as per their entitled bonus
percentage, calculated on the basis of your monthly compensation and will be paid on semiannual

basis.
MEDICAL COVERAGE:
MANAGEMENT PLAN
Benefits

Limits

Hospitalization Expense Benefit including Room & Board Expense (per annum)

Rs. 150,000

Maternity Coverage (Normal)

Rs. 50,000

Maternity Coverage (Caesarian)

Rs. 80,000

CORPORATE MEMBERSHIP: Employees can apply to avail the corporate membership of Regent
Plaza through submitting duly filled Health/ Sports Club Membership form in HR department before 25th
of any month.

CORPORATE MEMBERSHIP- REGENT PLAZA

Regent Plaza

Facilities

Squash, table tennis,


snooker, swimming pool,
gym, sauna, Jacuzzi and
shower/changing room
Timings: 7 am till 11 pm
Days: 7 days a week

Company Contribution

Employee Contribution

Annual
Membership
Fees (Rs.)

Annual
Company
Contribution
(Rs.)

Monthly
Company
Contribution
(Rs.)

Annual
Employee
Contribution
(Rs.)

Monthly
Employee
Contribution for
11 months
(Rs.)

40,000

18,000

1,500

22,000*

2,000*

Apart from these employees are given accordingly:

Fuel Entitlement
Cell Phone Allowance
Laptop

Travel Allowance
Office Meals
Home DSL

3) Training and Development


The companys Training and Development Programs focus on enhancing the skills,
competencies, and knowledge of human capital deployed in organizations through
in-house and open audience workshops and programs. A training calendar for the
year is prepared offering a variety of open-audience workshops.

4) Employee Separation and Full and Final Settlement

An employee who wishes to resign from the services of the company will be required to give one
month notice period as stated in the Employment Contract.

He will be eligible to all the benefits at the time of separation as per pro rata basis only when his/ her
resignation is accepted by the Management

The employee shall be required to provide clearance from all the departments on the Clearance Form
with honest suggestions about the company and the employees on the Exit Interview Form

Full and final settlement is disbursed to the employee after 30 days of the leaving date along with the
experience letter. In case an employee wants to be relieved early before completion of his/ her
specific notice period, notice pay is deducted from the final settlement amount accordingly

Termination of services are made due to unsatisfactory performance, disciplinary action, layoffs due
to rightsizing and cases which effects the productivity of the organization directly

In case of termination, the company reserves the right to terminate the employee on the very same
day.

PERFORMANCE MANAGEMENT SYSTEM AT STREEBO


The purpose of performance management system at Streebo is to establish a shared understanding
between employee and supervisor about what is to be achieved and how it is to be achieved. It is a
continuous improvement process which defines, develops, reviews, recognizes and rewards performance
supporting the individual and the entire organization.

Appraisal Process

The performance appraisal process starts at the end of the calendar year and is
conducted annually.

The evaluation takes place in a transparent manner that is everyone is treated


equally and policies and laws are same for everyone.

The evaluation is done through promoting healthy dialogue between the


employee and his supervisor regarding the performance feedback.

After the appraisal, the rating form is submitted to the Human Resource
Department and the Practice Head finalizes the increments, promotion or salary
increase etc.

HR then provides appraisal letters to the employees for their review.

Method of Appraisal at Streebo


360 Degree performance appraisal feedback is being implemented
to get a well-rounded perspective on the performance of an
employees work and core behavior competencies. Feedback from
the following dimensions is solicited.

Self

Supervisor

Peer

Subordinate

The feedback forms include questions that are measured on a rating scale and also ask raters to provide
written comments. The person receiving feedback also fills out a self-rating survey that includes the same
survey questions that others receive in their forms.
The reason Streebo uses 360 feedback surveys is to get a better understanding of employees strengths and
weaknesses. The 360 feedback system automatically tabulates the results and presents it in a format that
helps the feedback recipient create a development plan. Individual responses are always combined with
responses from other people in the same rater category in order to preserve anonymity and to give the
employee a clear picture of his/her greatest overall strengths and weaknesses.
It measures behaviors and competencies, provide feedback on how others perceive an employee,
addresses skills such as listening, planning, and goal-setting and focuses on subjective areas such as
teamwork, character, and leadership effectiveness.

ASSOCIATE CONSULTANT- IM PRACTICE


Now taking the example of this position and how will he be evaluated.
JOB DESCRIPTION:

Collaborating with a team of IM consultants to engage in world-class technology


consulting with leading enterprises around the globe, creating a "wow" factor

and everlasting relationships with customers


Engaging in self-learning activities to contribute towards personal growth such as

certifications, online courses and book reading


Participating in creating and enhancing processes, standards and other related

activities that contribute towards operational excellence


Utilizing your writing skills in growing knowledge base within the organization
such as wiki (wiki.streebo.com) and blog (www.streebo.com/blog)

REQUIREMENT:

Graduate in Engineering or related discipline


Outstanding in one related technical domain
Have good speaking and writing skills
Have good problem solving and analytical skills
Have a constant drive for learning
Willing to travel on international assignments

Evaluation Form
MISSION:
To participate in training, support and assisted consulting, with a constant drive for
learning and self-improvement to transform into a Technical Consultant.
POSSIBLE RATING VALUES:

1= Inexistent

2= Partially exists

3 = Fully exists

SCORECARD:

Outcomes

Rating & Comments

Acquire training of 1 IM technology within 30 days

Start providing support in a Managed Services


engagement within 90 days

Put in at least 1000 billable hours for the first year

Achieve the KPI score of 75% during the first year

COMPETENCIES:

Critical Role Based Competencies

Problem Solving: Good problem solving and analytical


skills

Drive for learning: Engages in self-learning activities on


a continual basis

Communication: Good speaking and writing skills

Technical Skills: Outstanding in at least one related


technical area

Flexibility / Adaptability: Adjusts quickly to changing


priorities and conditions. Copes effectively with complexity
and change

Rating & Comments

Proactivity: Acts without being told what to do. Brings


new ideas to the company

Availability: Availability to work off hours to


accommodate global workforce and timings

Critical Cultural Based Competencies:

Customer First: We deliver a WOW customer


experience every single time.

Resourcefulness: Everyone is an entrepreneur.


We do more with less. We never say never.

Ownership and Commitment: We take initiatives


and we finish. We are steadfast and bound to the
purpose of the organization.

Drive: We have a thirst for knowledge and


eagerness to learn.

Empowering Everyone: We provide an


environment where Streeboites can reach their true
potential (by supporting them to take risks) and
pushing individual boundaries

Integrity: We always act with honesty and


integrity. Always.

Rating & Comments

Feedback and Guidance


Apart from the performance appraisal regular feedback and guidance is given time
to time to employees through various types in order to keep them motivated and on
the right track to achieve the individual as well as organizational goals.

Effective communication is essential to maintain productivity, sustain morale and foster constructive
management - employee relations. Communication is an ongoing process, and Streebo management
promotes an open door policy that encourages employees to provide their views, opinions and
suggestions.
EMPLOYEE - SUPERVISOR COMMUNICATION
Questions and concerns relating to the job activities are first presented to the immediate reporting head /
team lead. Communication between the reporting head and the employee is an ongoing and address
concerns related to job, task, duties and expectations. Supervisors can help employees achieve their
professional goals by providing regular and timely information and career counseling.

INTERNAL TEAM MEETING


All Practice Heads meet with their team members regularly to discuss their ongoing tasks, projects,
milestones, objectives and identify any challenges that may be addressed to enhance staff efficiency and
motivation within their department.

COMPANY MEETING
The Management team holds periodic company meeting with the staff members to provide information
related to business direction, key achievements, and internal announcements and to answer your questions
or concerns.

EMPLOYEE SATISFACTION SURVEY


The Employee Satisfaction Survey is a tool used to obtain insight into employees attitudes and opinions
and to enable identification of workplace issues and help resolve them accordingly. The survey helps
management to create a supportive work environment and to enhance morale, encourage and motivate
staff, and to recommend solutions to problems identified.

MANAGEMENT COMMITTEE MEETING


Management Committee consists of all Practice heads, Resource Manager, COO and CEO. They meet
regularly to discuss ongoing issues and milestones to review and address them for early resolution.

HR WALK-IN
HR department welcomes and encourages all staff members to seek assistance or discussion on any
matter related to them without any prior appointment. Similarly HR Head is available at all times for
seeking career guidance/counseling, training/development needs, suggestion/feedback for improvement,
attend grievances/de-motivators or any other matter pertaining to employees motivation and well being.

Outcomes of Appraisal Utilize

AREAS FOR IMPROVEMENT


PROPOSED PERFORMAMCE MANAGEMENT SYSTEM
CONCLUSION

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