Performance Management at NUCSOFT

Post-Graduate Programme Management

By
Group 6

Abhilasha (13PGP002)
Jaya (13PGP023)
Komal (13PGP086)
Prasha (13PGP101)

Under the guidance of

Dr. Atri Sengupta
Prof. Performance Management
IIM, Raipur

Indian Institute of Management

Raipur

October,2014

To be a HPO and
1.To align PMS with the goal of the company
2. To assess the actual performance of the employees.

Corporate Mission and

Strategic goals

Business goals
1.Profit maximisation and enhancing value for stakeholders
2. achieve competitveness with changing business scenario.

Department Objectives1.Ccommunicate and align organisational goal with employees's goal

and synchronising HR practices and processes with organisational
objective.
2. Motivate and retain employees to minimise attrition rate.

Performance and development planning

Competency requirementsa. Functional, b. behavioral

1. Session C tool Image of Nine Block

2. Feedback a. Annual appraisal (In every 6 months)
b. 360 degree appraisal (4 points scale) with caps (min - max)

Performance MeasuresAssess performance by indicators : Quantity, Quality,

Timeliness, Cost effectiveness, Absenteeism,
Adherence to policy, Promotability

c. . Individual and team appraisal

Performance and development agreement

1. web portals, news letters to discuss and establish individual
performance expectations that align with the departments goals and
objectives
2. Both individual employees and their immediate seniors commit to
improve individual performance and development i.e. KOB (Key Task
Objectives and behaviours)
3. For transparency acceptance of PAS document via web portal

1. Effectively communiate

Competency evidence
based on JD-JS

a. Functional, b.
behavioral

a. KPI & KRA

b. Performance management system
c. Evaluation Criteria and executing the same.
d. Final Average results of the employees on the basis of Bell curve

Performance evidence1. Appraisal by peers, juniors, managers, client and self

2. Offline or online on portal.
3. Rating for each indicator of performance

1. Twice in year results will be available at the portal

2. And if any discrepancy immediate supervisor to be approached

Managing performance through

monitoring, Quarterly Review and
feedback
If lies in bottom 10% twice
a. need for training and
development
1. formal review and appraisal at year end
2. Feedback and assessment

final relative grading

link to compensation package, promotions, rewards

Overall rating (Performance,

Values & Skills)

360 Feedback Results (After first 6 months)

Top 20%

Middle 70%

Least 10 %

Annual Appraisal (Based on evaluation twice a year) Enhanced GE Section C Tool

Promotability

Overall rating (Performance,

Values & Skills)

High

Medium

Limited

Rating A+

Rating A

Rating A-

Rating A-

Rating B+

Rating B

Rating B-

Rating C

Rating D

Top 20%

Middle 70%

Least 10%

1. Promotability - >
70%- Average of overall rating done twice a year, 15%- Managerial/Supervisor yearly rating, 15% performance based on yearly targets met and includes quantitative measurements.
2. In evaluation, an employee in the category of least 10% will have to go through learning and
development module as per requirement.
3. If Employee receives rating C or D in the first year, will receive warning and no increase in pay.
4. If Employee receives rating C or D consecutively in the second year as well, employee will be
terminated from the job.