DAIMLER

BY:
Kranti Kumar
Ramanagowda
Sukanya
Vivek Muthu
DAIMLER










Contact Point: Vighnesh S, Assistant Manager HR ,
9500977775, Mercedes-Benz Research & Development India Pvt Ltd. Whitefield Palms, No.9 & 10,
EPIP Zone, Phase 1 Whitefield Road, Whitefield Bangalore 560 066

ABOUT THE COMPANY
They are one of the worlds most successful automotive
companies
In 1998, it entered India, headquartered at Pune
Mercedes Products:
Benz Cars
Daimler Trucks
Mercedes-Benz Vans
Daimler Buses
Daimler Financial Services


Daimler
AG
Daimler
India

Bharat
Benz
FUSO
Merc
Benz
Daimler
Trucks
ABOUT THE COMPANY
No. of employees:
White Collar - 500
Blue Collar 2000

Production & Head office is based at Oragadam & Perungudi
Chennai
R&D is based at Bangalore




PRODUCTS
ORGANIZATION STRUCTURE
JOB EVALUATION
Job Evaluation:
Process of finding the relative worth of a job
Determine what a fair wage for a job






Carried out in groups not individuals

EVALUATION PROCEDURE

EVALUATION PROCESS
Method Used Classification Method
Both white and blue collared jobs included

Evaluation Criteria's-
Weightage of the post
Amount of responsibility
Accountability

Current labour market indicators, determine
wages and salaries
CEO
FIELD
EXECUTIVES
EVALUATION PROCESS
Evaluation Cycle: 5 Years
Members of evaluation committee:
HR manager
Reporting Manager
Consultants
Difficulties in Job evaluation:
Mergers & Acquisition
Technology advancements



PERFORMANCE APPRAISAL
Process of evaluating and communicating to an
employee:
How he/she is performing on the job
How he/she can improve
3 step process:
Setting work standards - Goals
Assessing employee's performance relative to these standards
Feedback to the employee
Focuses on:
Employee Development
Removal of problems
Setting higher and newer goals.
Succession Planning



PERFORMANCE APPRAISAL
Objective :
Retention of employees
Organizational Culture
Daimler follows a calendar year approach as it is a
German based company

January
Goal Setting
June-July
Self Review
Goal Mod.
December
Self Review
Manager Review
Manager Rating

April
Reflection on Pay
slip
METHOD OF PA
Merit Based: Task based appraisal process
CEO,
CXO
Commun
ication
team
Departm
ents
Individu
als
Road Map for next
year is framed
A team communicates
objectives across the org.
Relevant obj. are absorbed by
the respective departments
METHOD OF PA
Performance appraisal method:
Management By Objective (MBO)
Behavioural Observation Scale
Who sets the goals for employees:
Employees sets the goals depending on department objectives
LEAD Portal Performance appraisal portal
Who head the PA process:
HR business partner
White collar Corporate HR
Blue collar Plant HR
Individual based appraisal system

METHOD OF PA
Areas of review:
Goals
Behaviour
Attitude
Job specific skills
Compliance to organizational rules (20%)
Advantages of good appraisal:
Monetary benefits
Recognition
Career development
Challenging projects

EVALUATION OF PA
Performance Appraisal Interview:
One-on-one interview
Facilitated with a fool proof system oriented design (LEAD)
Handling employee dissatisfaction:
Appraisals arent generally redone
CEOs attention on critical cases
Outputs of PA:
Identifying training needs
Compensation design paying out variable pay
Promotions
Succession planning


FEEDBACK MECHANISM
Each department is assigned a point scale
Promotions, appraisal, rating follows a normal
distribution curve
3 scale appraisal process
Exceptional
Expected
Below Average
110
100
90
FEEDBACK MECHANISM
Confidentiality of feedback:
Highly confidential To avoid conflicts
Training through feedbacks
White collar jobs
Soft skill trainings (Arrived through attitude)
Department specific trainings (Arrived through skills)
Blue collar jobs
Department specific trainings (Arrived through skills)
MOU with PSG college for diplomas
Simulation based training at Oragadam Plant
Training is a part of goals set for an employee
Mandatory 40 man hours of training/ 3 training sessions



VIEW POINT OF THE HR
I believe performance appraisal helps a system:
Perform at its best
Meet ISO standards
Establish a clear communication
Minimise inclination