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Copyright 2006 by The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Technology Education

PERFORMANCE REVIEW DISCUSSION

Submitted to: Prof. Carlos Luis

Submitted by:James FernandesKalpana Jain

Amruta Rele

Aditi SaveJyoti TavareRashmi Walanj

Submitted to: Prof. Carlos Luis

Submitted by:James FernandesKalpana Jain

Amruta Rele

Aditi SaveJyoti TavareRashmi Walanj

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Performance Review Discussion

Defined as the help provided by amanager to his subordinates inanalyzing their performance and their

job behaviors in order to increase their job effectiveness.

It focuses on the analysis of performance on the job, andidentification of training needs for further improvement

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Purpose

The purpose of this discussion andfeedback is to provide your staff withinformation, advice and assistance they

need to contribute fully to theachievement of your organizationsobjectives and, where the person fails tomake the required contribution, todemonstrate that you have made anappropriate effort to assist them.

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Situations for counseling

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Counseling Need Symptoms

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Counseling techniques

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Role Play

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G oal of PRD

The goal of performance reviewdiscussion is not to make the employeefeel bad, or to show how much the HR

professional or the superior knows .The goal is to work with the employee tosolve performance problems and

improve the work of the employee, theTeam, and the Department

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Steps in PRDG athering the necessary information,and planning an appropriate counselingstrategy (considering the personality of

the employee)Being firm regarding non-negotiableperformance standards.

Not getting personal, but sticking to thefacts, and pointing out the negativeimpact of the unacceptable performanceor behavior.

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Steps in PRD (cont..)

Ensuring the employees commitment toan agreed plan of action (and byfollowing up on this)

Retaining and even enhancing - theemployees level of self-esteem,motivation and loyalty.

Understanding both the employees andthe employers legal rights with respectto performance counseling.

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Performance Review Discussion WorksheetEmployees thoughts about past performance and expectations for the future

Job Knowledge and skillsQuality of WorkWork ProductivityDependabilityJudgmentAdaptabilityInterpersonal SkillsCommunication SkillsSupervisionOther areas critical to success on the job

Summary of past years accomplishments

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PRD IN WIPRO

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Appraisal Process

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G oals and Objectives Setting

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Self Appraisal

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PRD IN L&T

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PERFORMANCE REVIEW DISCUSSIONPOLICY

Rating Scale Remark Percentage

8 Outstanding Performer 5%

7-6 Top Performer 25%

5-4-3 Vital Contributor 55%

2 Below Average 10%

1 Poor Performer 5%

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6 5

25% 4

7 3

55%

2 10%

5% 8 1 5%

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Self Appraisal

Nature and scope of responsibility Achievements/tasks done, measured

with either time or quantity or saving incost.Qualitative achievements

StrengthsWeaknessesTraining Needs

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Process of PRD In L&T

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THANKS