Topic: Performance

measurement system of
Markets and Markets

Submitted by:
Priyanka
Kritika Jamwal
Jyoti Sharma
Akriti Kathait
Ashish Kumar

Performance
Measurement

Performance measurementis the

process whereby an organization
establishes the parameters within
which programs, investments, and
acquisitions are reaching the desired
results.

Appraisal
Performance
appraisal
is
a
method
of
evaluating
the
behavior of employees in the
work spot, normally including
both
the
qualitative
&
quantitative
aspect
of
job
performance.

Markets and Markets ,Magarpatta cyber city

History
Sandeep Suglastarted his journey as an entrepreneur in
1998 in the small town of Solapur, with a modest internet
cafe that he had to shut down soon.
Today, he earns millions of dollars helpingFortune500
companies
identify
new
revenue
pockets
through
hismarketresearch
and
consulting
firmMarketsand
Markets.
The Pune-based research company, set up in 2010, tracks 10
industries
including
medical
devices,
biotechnology,
pharmaceuticals, semiconductor and electronics and IT and
healthcare, and produces full length strategically analysed
reports for each of these verticals.
Most of its clients are based in the United States, Europe,
Korea, China and Japan
5

 M&M is a full service market research company and consulting

firm that produces 1200 high-level, strategically analyzed, fulllength reports a year, tracking more than 10 industries.
M&M plans to launch industry-wise and country-wise market
tracker reports for all the verticals we track.
This intelligence database, comprising about 60,000
reports a year, will form one of the world's largest
business intelligence resources.
M&M has effectively used technology to automate the
management of large and complex market data tables and
forecasts.
We, at M&M, aspire to assist our clients achieve sustainable
growth by providing incisive business insight into their
respective markets.
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research expertise spans across

domains such as:

Pharmaceuticals
Energy and Power
Biotechnology
Food and Beverage
Chemicals
Medical Devices
Advanced Materials
Semiconductor and Electronics
Industrial Automation
Telecom and IT
Consumer Goods
Automotive and Transportation
Banking & Financial Services
7

COMPANY STATUS
Turnover: 24 Million dollars
Employees: 1300
Next years target: 30 Million dollars

BALANCED SCORE CARD?

Organization Structure of Markets and

Markets
CEO

Research VP

Sales - VP

Outbound
- AVP

Inbound AVP

AVP

Sr.
Manager

Sr.
Manager

Sr. Analyst

AM/IAM

Analyst

Sr. BDE

Sr.
Research
Associate

BDE

Research
Associate

AM/IAM

Sr. BDE

BDE

Support

HR

Finance

IT

Admin

10

Performance Measurement
Stages of Markets & Markets.
Stage 1
Annual
Performanc
e Review

Stage 2
Plan
performanc
e for the
year

Assess results

Set KRAs

Prepare current
year
development
plan

Finalize
current year
Development
plan

Stage 3
Reward and
Recognition

Performance
linked pay
Recognize Top
Performers

Stage 4
Mid-term
Review
Review
results
Competenc
y
developme
nt plan
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Dimensions of Performance

Key result
area #3

Competencie
s weightage
60%
12

Performance Review Objectives

owner: administrative manager
Performance Delivery and Results Review
To assess progress on What - Business Results
To assess progress on How - Self/ People Development and
Competencies
To clarify the actions to be taken next year to maximize performance.

Performance Development Coaching

To review progress on Performance Development Plan for KRA1,
KRA 2 and Competencies
To credit and compliment good progress
To coach Associates so that he / she can maximize performance
following Year

13

Performance Review Objectives (Contd)

owner: administrative manager

Recognize Top Performers

To recognize and provide positive feedback to Top Performers to
ensure they are motivated and also challenged / stretched to enhance
their growth

Performance Improvement Planning

To review status of Bottom Performers already under PIP and take
appropriate actions.
To prepare Performance Improvement Plan for newly-identified
Bottom Performers.

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Steps in the performance review

process
Step 1: Associate
Self Assessment

Step 5 : Rating
Communication ,
Plan KRA for next
year.

Step 4 :
Calibration
meetings

Step 2 : Admin
manager
Assessment &
Alignment with
Functional Manager

Step 3:
Performance
Review Discussion

15

Performance Appraisal
of markets and
markets.

MARKETS
AND
MARKETS
performance
appraisal is annually. They appraise the
employee due to their performance about
goals of the organization. They set the goals
at the start of the year and tell the employees
about the goal if the employees achieve this
goal they appraise the employees.

16

STEPS IN APPRAISING EMPLOYEES

PERFORMANCE OF markets and
markets
Define the
Job
Appraise
the
performan
ce
Provide the
feedback
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Define the job:

Means making sure that you and your sub ordinate
agree on his or her duties and job standard.
Appraise the performance:
Means
comparing
your
subordinate's
actual
performance to the standards that have been set.
Provide the feedback:
Means discuss the subordinate performance and
progress, and make plans for any development
required.
18

Performance Management System and

Appraisal
What is the big picture?

Talent
Strategy

Processes that are going to

enable them

Talent
Assessme
nt &
Segmenta
tion

How are they going to

execute?

Differentiat
ed Reward
&
Developme
nt
Interventio
ns

Closely Aligned to Business Strategy

Measurement Driven

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Recognizing & Managing Top Performers

Role Expansion
Assignments
taskforce.

to

work

on

Regional/National

Sponsorship to conferences,
countries (on rare occasions).

and

visits

to

issue
other

Advanced Learning and Development Opportunities

Appreciation Letter / Certificates
Recognition for accomplishments /OE Certification etc.
etc through Bottling HUB / Forum/ Buzz
Differentiated Compensation
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Accelerating Performance of Solid Performers

Build on their Strengths. Help them leverage what they are

best at.

Identify critical tasks for which performance needs to be

enhanced

Create a Development Action Plan to enhance performance

on critical tasks

Assign Projects to utilize their skills & build confidence

Challenge with appropriate stretch objectives to enable peak

performance

Facilitate problem-solving so barriers to performance are

removed

Encourage progress and recognize contribution

21

Managing Bottom Performers

Prepare robust 30-90 day Performance Improvement Plan (PIP)

include specific, measurable actions with clear timelines

Guiding Principles
Longer for Senior people with newly identified performance
issues.
Shorter for more junior people, or people with a history or
pattern of performance issues.

Review & Take appropriate actions

If PIP results completely on-track, then align back to KRAs for
the role.
If results not on track, but demonstrates maturity and drive
to improve performance, revise PIP with shorter timelines (e.g.
30-60days)
If results not on track, and does not demonstrate enough

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Main parameters used as a base of reward system

Inflation rate factor
Market potential (what of individuals worth according to
his/her expertise, job experience etc.)
Matching with his/her presence career path
Personal development of an individual
Sales rewards

23

Criteria of rewarding employees

They are using different techniques to define their reward criteria to work
according to define standards of organization. System is developed by doing
great market search so as to compete rivals to the way to satisfy their internal
employees more than that to get more profitability and customer loyalty.
Grade jump
Designation change
Special assignments (inter departmental transfer)
Financial aspects
Grade jump and designation change
Training and development
Personal development of an individual
Career grooming
They make close collaborative or communication system with employees so as
to fetch information on the part of their problems to satisfy them all to increases
their efficiency and effectiveness. Because need and wants of employees are
changing day by day to satisfy meaningful needs and wants are very important
in the behalf of organization so as to use best potential of both physical and
mental competencies is very important. Thats why defining criteria of
rewarding them have a significant importance for the mutual benefits of both
employees and organization.
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Types of Rewards of MARKETS

AND MARKETS
Yearly Basis
Employee salary increment
Grade Jump
Designation change
Annual incentive Plan (AIP) (for business performance, but fixed)
Personal Progress report (PPR) (Annual Appraisal)

Monthly Basis
Making the move (MTM, sales target achieve)
Monthly turn hall (extraordinary performance)

Quarterly Basis
Employee of the Quarter (EOQ, non sales)
Sales Dangle context

Recommendation
Implications from Performance Measurement
System:
MARKETS AND MARKETS believes and follows the GROW
and the WHALE DONE approach. The grow model helps the
employee to understand where he wants to be and also what all
he/she has to accomplish/develop to reach from the current level.
The PMS is a continuous process as the review is not done
annually or quarterly, but its a continuous process of performance
measurement, management and improvement with daily and
monthly reviews by the manager.

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Recommendation
Appraisal

system is an effective
technique to support and change culture
of the organization optimistically; it would
only be possible if the system is equal for
all employees of organization. Therefore,
companys management should utilize
this system to all employees so as to
increase effectiveness and productivity.

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