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Pcrlormuncc Munugcmcnt S,stcm
"Your Team is Your Most
Valuable Asset"
Presented By
Aditya Patwardhan U110125
Debabrata Pruseth U110134
MiIin Sharma U110143
MithiIa Sapru U110144
Pushkar Singh U110153
Siddharth Panda U110167
Sneha Mishra U110168
Ved Prakash Ray U110181
our own footer our Logo
ntroduction
SYS TECHES TD
"To be a globally respected corporation that provides best-
of-breed business solutions, leveraging technology,
delivered by best-in-class people."
Vision
"To achieve our objectives in an environment of fairness,
honesty, and courtesy towards our clients, employees,
vendors and society at large."
Mission
Customer Delight, Leadership by Example, ntegrity and
Transparency, Fairness and Pursuit of Excellence
VaIues
2006 1999 1993 1988 1987 1981
nfosys
TechnoIogies
imited was
started as
'Data Basics
Corp'
irst
internationaI
office in
CaIifornia,
US Bagged its
first major
order from
Reebok
SuccessfuIIy
compIeted
its P
AnnuaI
Revenues of
US$100 mn &
CMM eveI 5
Certification
2002
Rated as the
Best EmpIoyer
in ndia and
ndia's most
respected
Company
nIy ndian
company to
win the
IobaI
MAKE (Most
Admired
KnowIedge
Enterprises)
award
Company verview
nfosys Technologies Ltd
Performance Management System
General Overview
Performance management is the
process of creating a work environment
or setting in which people are enabled to
perform to the best of their abilities.
Performance management is a whole
work system that begins when a job is
defined as needed. t ends when an
employee leaves your organization.
A TypicaI PMS CycIe
LffecLlve
ManagemenL
SysLem
Allgned wlLh a
company's
corporaLe
dlrecLlon and
buslness
sLraLegy
Cb[ect|ve|y
measures
performance
Is trusted to be
fa|r by
emp|oyees
8oth managers
and emp|oyees
see that they
have someth|ng
to ga|n
actors for Effective Management System
PMS at nfosys
et Appropr|ate
keasonab|e 1ang|b|e
Measurab|e and
Iust|f|ab|e
performance goa|s
Arch|tect des|gn and
deve|op from a
performance
perspect|ve
Capture chang|ng
bus|ness
requ|rements
Mon|tor I|netune
and Cpt|m|ze on an
ongo|ng bas|s
At the macro IeveI
nfosys Performance Management System
SaIient eatures
ett|ng smart goa|s
for Lmp|oyees
ett|ng smart goa|s
for Lmp|oyees
Lva|uate Lmp|oyee
erformance
Lva|uate Lmp|oyee
erformance
Coach and tra|n
emp|oyees to
|mprove the|r
performance
Coach and tra|n
emp|oyees to
|mprove the|r
performance
Def|ne Compet|t|ve
emp|oyee
compensat|on p|an
Def|ne Compet|t|ve
emp|oyee
compensat|on p|an
romote r|ght
emp|oyees to
cr|t|ca| pos|t|on
romote r|ght
emp|oyees to
cr|t|ca| pos|t|on
Goal Setting Software provides leaders, managers and employees with web-based
tools to set goals and track progress on frequent intervals.
Employee ppraisal Software ensures objective and accurate evaluation of
employees performance and helps you find the strengths and weaknesses of the
employees.
Training Management Software allows to manage employee training effectively.
Performance Management Process
Setting Smart
oaIs for
EmpIoyees
Coach and Train
EmpIoyees
EvaIuate
EmpIoyee
Performance
Helps in remaining competitive in the market and attract and retain the best talent.
Define competitive
empIoyee
compensation pIans
Promote right
empIoyees to
criticaI positions
Succession planning software like EmpXtrack helps identifying critical position in the
organization and recommend right employees to fill these positions.
ther eatures
nfosys Performance Management System
hat gets measured
gets reviewed and
what gets reviewed
gets improved' is what
the company believes
in and rewards each
employee whose
innovation is lauded
by the customer.
Recognition for adding VaIue 360 Degree eedback
t reduces the gap
between the manager
and the employee.
Direct Q& link with
the President himself,
who is to respond
within a given time-
frame.
EmpIoyee Management nterface
degree
feedback system is
being rolled over . t is
also one of the nine
pillars of the nfosys
leadership institute.

nvesting in employee
focus resources. Soft
skill training needs are
ascertained depending
upon project
requirements. lso
each employee has to
undertake a certain
amount of annual
certifications.
ocus n earning
44
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Bi nnual ppraisal
Consolidated Relative Ranking Final ppraisal
Promotion and Race
Performance Management - ppraisal
Bi AnnuaI AppraisaI
ApriI September & ctober March
Perform Magic Performance Management tool to initiate, track and close ppraisal
Process
Key Stake-HoIders:
% Lmployee whose Appralsal ls happenlng
Appralsee Appralsee
% mmedlaLe ro[ecL Manager
% onducLs Lhe Appralsal for Lhe Appralse
Appralser Appralser
% Senlor ro[ecL Manager aL a level hlgher Lhan Lhe Appralser
% rlngs a degree of regulaLlon and lnLroduces checks and balances Lo
ensure LhaL Lhe Appralsal process ls falr and smooLh
8evlewer 8evlewer
P8 P8
Crlevance 8eprlsal
ll the major activities of the ppraisee
either positive or negative
are logged in to the Performance Journal
by the ppraiser.
During the Period
Performance Magic application gets
activated. mail is sent to each employee
who are eligible for ppraisal.
The ppraise logins and enters his
ppraiser and Reviewer's name.
ppraiser sets Goals under five major
division. Each division has different weight
age.
Technical Competency
Behavioral Trait
Extra Curricular ctivities
Organization Specific ctivity
Unit Specific ctivity
ppraise verifies the goals sets for him and
fills up the ppraisal Form . f required
negotiation happens between the ppraise
and ppraiser . t the end the goals are
signed off by both.
At the Beginning
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ppraisee gives a rating of to 5 against
each goal set, being the lowest and 5 the
highest. He can add additional comments to
support his judgement.
The ppraisal form is submitted to the
ppraiser. The ppraiser and ppraisee
have a one to one meeting and have a
holistic discussion about the scores
provided. common consensus is reached
and the ppraiser signs off the form .
The form goes to the Reviewer for sign off.
final cumulative score is calculated.
At the End

At any stage before finaI review, if the Appraisee is not satisfied he can escaIate with the HR department.
anuary to December
Cumulative score of last two recent Bi nnual ppraisal is taken into consideration.
ConsoIidated ReIative Ranking (CRR) - inaI AppraisaI
The final CRR ranking is communicated by January end.
The CRR based ncrements and compensation are rolled over in pril end.
Appraise of simiIar designation and roIe are grouped into smaII groups of
15 to 20 . A peer group of managers from the corresponding unit is formed.
They review the cumuIative scores of the Appraisee and arrive at a CRR for
each based on the foIIowing beII curve.
kat|ng ercentage of
Lmp|oyee
Descr|pt|on
881 23 Lxceeds LxpecLaLlons
88 2 60 MeeL LxpecLaLlons
88 3 10 MeeL LxpecLaLlons wlLh AsslsLance
88 4 3 oor erformer
Promotion and Race
Race (nfosys RoIe and Career Enhancement)
t is a career progression tool which defines in detail the skill set , roles and responsibilities and
other factors at each designation and level. t is used in selecting candidates for Promotion .
Promotion
pril May
nfosys has a SLOT based promotion system . particular number of SLOT's for promotion at
each level are opened in pril . The higher management at each unit sits and decides on which
candidate should be promoted . The major factors include CRR rating and race compliance by
the candidate.
Performance Management - Rewards
Appreciation Week
Conducted by HR in each unit/Project . The timing of the week varies .
box is kept near each cubicle of the unit . Each Employee of the unit/project is given a card . The employee writes the name of
his co worker whom he wants to appreciate.
t the end of the week the HR consolidates the cards and hands over the individual collection to the respected employees who
have been appreciated by his fellow co worker.
MonthIy Unit Award
The best performer of the unit/project is awarded 'Star Performer' by the management.
QuarterIy Unit Award
The best performers of the unit/project is awarded 'Most Valuable Player' by the management.
Town HaII
Here all the units and departments come together and visiting clients and senior management awards
the best performer in the unit/project.
% YOL
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