Choose 3 organizations and research what are the various Performance Appraisal Methods

they use at various levels of employees:

(a) Entry Level Employees

(b) Middle Level Employees
(c) Senior Level Employees

(Add Logo of Infosys)

Performance Appraisal System in Infosys:

An effective and well managed performance appraisal system is one of the best ways to provide the
ongoing support system. It can give both individuals and managers a structured system to achieve goals
and targets successfully without the need of close supervision. A performance appraisal system also
exalts the organizational decisions quality ranging from allocation of reward to layoffs, transfers and
promotions. They also exalt the employee decisions quality ranging from choices of career to decisions
about where to raise one’s effort and time. Now the organizational success is based on the individuals
and employees performance. Managers who know how to make the best use of the performance
appraisal system are more effective managers.

An Overview of performance appraisal system of Infosys, India

Infosys believes in meritocracy and has built a high performance work culture among its workplace. To
align the employees performance with Infosys business goals, regular performance driven appraisals are
conducted. Infosys has three tracks for its performance appraisal system. They are:

Track 1

The first track deals with review of performance relying on feedback and tasks on technical/ personality
competencies. Infosys is moving to a role based structure and competencies for each of the roles with
standard expected levels of behaviors. Training needs are derived based on the tasks evaluations and
competency feedback.

Track 2

The second track is the senior management appraisal. People in managerial roles undergo this annually.
Here the employee fills up a self appraisal form and carries it forward to a panel od discussion. The panel
included:

 The head of department

 The immediate supervisor of the appraise
 Senior management personals from another department
Promotions are decided on the basis of their review

Track 3

360 degree appraisal constitutes the third track. This has been happening over the last 3 years for all
departments and practice units. Levels covered include the head of delivery, heads of
departments/practice units, all the people who report to the heads and all others holding leadership
positions in the organization.

Process of Performance Management System:

Key Resultant Area

 KRA are mutually set through a discussion between the manager and the employee
 Self Assessment (by appraise)
 Review by Team Leader in a one to one meeting between the project Manager and the software
engineer.
 Finally the points are given
 The report is sent three levels higher
 Then it is sent back to the engineer to find if he/she is satisfied
 It is agreeable then it is finalized
 There is a salary hike or a band change accordingly

The entire system is online. Hence everyone involved in the process gets track of it.

Note:

Main Heading- Navitha Raj

Sub Heading- Navitha Raj

Highlights- Navitha Raj (align in centre all the highlights)