Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
Management at Streebo.
Submitted To:
Zara Islam
Course Instructor
Performance Appraisal and Management (HRM 511)
IoBM-CBM
Submitted By:
Ramsha-ul-Ain
Khushnam Karanjia
Imad Zaid
Faiza Ahmed
Syeda Neha Khalid
LETTER
OF
ACKNOWLEDGEMENT
Table of Contents
OUR COMPANY: BCG SOLUTIONS............................................................................... 3
COMPANY PROFILE.................................................................................................. 3
CONSULTANT INTRODUCTION..................................................................................2
Ramsha-ul-Ain...................................................................................................... 2
Khushnam Karanjia.............................................................................................. 2
Imad Zaid............................................................................................................. 2
Faiza Ahmed........................................................................................................ 2
Syeda Neha Khalid............................................................................................... 2
SELECTED ORGANIZATION: STREEBO.........................................................................3
Company Profile...................................................................................................... 3
Business Philosophy................................................................................................ 4
Vision...................................................................................................................... 4
Mission.................................................................................................................... 4
ORGANIZATIONAL CHART........................................................................................ 5
HUMAN RESOURCE AT STREEBO............................................................................. 6
1) Recruitment and Selection............................................................................. 6
2) Salary and Compensation.............................................................................. 8
3) Training and Development...........................................................................10
4) Employee Separation and Full and Final Settlement....................................10
PERFORMANCE MANAGEMENT SYSTEM AT STREEBO............................................11
Appraisal Process............................................................................................... 11
Method of Appraisal at Streebo..........................................................................11
Evaluation Form................................................................................................. 13
Feedback and Guidance..................................................................................... 15
Outcomes of Appraisal Utilize............................................................................ 16
AREAS FOR IMPROVEMENT.................................................................................... 16
PROPOSED PERFORMAMCE MANAGEMENT SYSTEM..............................................16
CONCLUSION......................................................................................................... 16
COMPANY PROFILE
It is a management consulting firm providing technology services and outsourcing
practices.. With a multi-disciplinary team of professionals we offer a full range of HR
services to assist clients in attracting, retaining, motivating and developing an
optimum mix of people. As a group, we also enjoy technology partnerships with
Oracle, Microsoft, Sybase and SSA Global Technologies. Our core specialty areas
include:
Software development has one of the major practice areas for BCG Solutions and
forms a major part of our workforce. We maintain dedicated development and
support
teams
on
different
computing
platforms
which
include:
Microsoft
o CONSULTANT INTRODUCTION
o Ramsha-ul-Ain
o Khushnam Karanjia
o Imad Zaid
o Faiza Ahmed
o Syeda Neha Khalid
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o Company Profile
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premier provider of Business Intelligence Consulting and Support Services and is a Kalido business
partner. Their leadership team has worked with several Fortune 500 customers in bringing Business
Intelligence projects to life. They partner with various BI vendors in providing an end-to-end solution to
custom fit clients needs. Some of their customers are
Deloitte, Honda, Citibank, Saint-Gobain etc.
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Streebo has partnered with Kalido to provide data warehousing and master data management
consulting and solutions built on top of Kalido's leading edge platforms. Another area which we focus on
is the Information Management domain.
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Streebo is a premier provider of Portal Development and Services for the IBM Web sphere Portal
Platform. Their combined team has over four decades of Portal and Portlet Development and they are
constantly engaged by their customers as experts at taking on complex technical challenges. They have
worked with IBM and others to create Portlets that integrate with varying content management platforms
such as Web sphere Content Management, FileNet, Interwoven and others.
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o Business Philosophy
Streebo business philosophy is based on the importance of relationships and a relentless search
for greater accomplishments. At Streebo, they never lose sight of commitment to fulfilling the needs of
each client, building a long-term, mutually beneficial relationship on that foundation. They have adopted
state-of-the-art tools, technologies and methodologies to provide hi-tech and high quality solutions for
their clients. They can advise and explore new and exciting possibilities for their customers that can help
them to optimize their investments and achieve the bottom line: RESULTS!
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o Vision
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o Mission
To establish the organizational climate in which people have the competency and commitment to
serve the internal and external customers with complete satisfaction, thus leading to an empowered,
responsive and competent organization
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o ORGANIZATIONAL CHART
The requirement for any hiring is identified by concerned Resource Manager. The
request
for
new
hiring
is
communicated
to
HR
along
with
properly
constructed scorecard that comprises of three elements which help set expectations
for the new hires;
hiring someone
Outcomes: Describes what a person needs to accomplish in a role.
Competencies: Ensuring organizational fit by evaluating critical role based and
cultural competencies.
Sources of Recruitment
called for the interviews and the hiring process follows accordingly
JOB ADVERTISING: Opened positions are advertised on appropriate networking
channels\university job boards and alumni groups\head hunt \job portals\website
career section or social networking websites to generate an external talent pool.
10 scale.
FOCUSED INTERVIEW:
interviewer assesses the candidate using the given Candidate Evaluation Form
TOP GRADING INTERVIEW: On the basis of the evaluation, the candidate
reaches to the final level for the top grading interview. Its a chronological walk
through of a persons career. Highs and lows of a persons educational
conducted by
decision will be taken depending on the mutual consensus of all the interviewers
OFFER LETTER: One the basis of the consensus, the candidate is extended
SALARY: Salary scale is established for each level of job within the organization and is controlled
by Human Resource Department. All compensation and benefits related information including salary,
bonus and other payments are strictly confidential and must not be shared with anyone within or
laws.
INCREMEMTS: Salaries are reviewed on an annual basis and are effective from January 1st of each
year. Salary increments are made on the basis of employee conduct and performance during the year.
Employees who have served 3 months or more will be considered for salary reviews at the time of
Performance Appraisal
SEMI ANNUAL BONUS: All permanent employees shall receive bonus as per their entitled bonus
percentage, calculated on the basis of your monthly compensation and will be paid on semiannual
basis.
MEDICAL COVERAGE:
MANAGEMENT PLAN
Benefits
Limits
Hospitalization Expense Benefit including Room & Board Expense (per annum)
Rs. 150,000
Rs. 50,000
Rs. 80,000
CORPORATE MEMBERSHIP: Employees can apply to avail the corporate membership of Regent
Plaza through submitting duly filled Health/ Sports Club Membership form in HR department before 25th
of any month.
Regent Plaza
Facilities
Company Contribution
Employee Contribution
Annual
Membership
Fees (Rs.)
Annual
Company
Contribution
(Rs.)
Monthly
Company
Contribution
(Rs.)
Annual
Employee
Contribution
(Rs.)
Monthly
Employee
Contribution for
11 months
(Rs.)
40,000
18,000
1,500
22,000*
2,000*
Fuel Entitlement
Cell Phone Allowance
Laptop
Travel Allowance
Office Meals
Home DSL
An employee who wishes to resign from the services of the company will be required to give one
month notice period as stated in the Employment Contract.
He will be eligible to all the benefits at the time of separation as per pro rata basis only when his/ her
resignation is accepted by the Management
The employee shall be required to provide clearance from all the departments on the Clearance Form
with honest suggestions about the company and the employees on the Exit Interview Form
Full and final settlement is disbursed to the employee after 30 days of the leaving date along with the
experience letter. In case an employee wants to be relieved early before completion of his/ her
specific notice period, notice pay is deducted from the final settlement amount accordingly
Termination of services are made due to unsatisfactory performance, disciplinary action, layoffs due
to rightsizing and cases which effects the productivity of the organization directly
In case of termination, the company reserves the right to terminate the employee on the very same
day.
Appraisal Process
The performance appraisal process starts at the end of the calendar year and is
conducted annually.
After the appraisal, the rating form is submitted to the Human Resource
Department and the Practice Head finalizes the increments, promotion or salary
increase etc.
Self
Supervisor
Peer
Subordinate
The feedback forms include questions that are measured on a rating scale and also ask raters to provide
written comments. The person receiving feedback also fills out a self-rating survey that includes the same
survey questions that others receive in their forms.
The reason Streebo uses 360 feedback surveys is to get a better understanding of employees strengths and
weaknesses. The 360 feedback system automatically tabulates the results and presents it in a format that
helps the feedback recipient create a development plan. Individual responses are always combined with
responses from other people in the same rater category in order to preserve anonymity and to give the
employee a clear picture of his/her greatest overall strengths and weaknesses.
It measures behaviors and competencies, provide feedback on how others perceive an employee,
addresses skills such as listening, planning, and goal-setting and focuses on subjective areas such as
teamwork, character, and leadership effectiveness.
REQUIREMENT:
Evaluation Form
MISSION:
To participate in training, support and assisted consulting, with a constant drive for
learning and self-improvement to transform into a Technical Consultant.
POSSIBLE RATING VALUES:
1= Inexistent
2= Partially exists
3 = Fully exists
SCORECARD:
Outcomes
COMPETENCIES:
Effective communication is essential to maintain productivity, sustain morale and foster constructive
management - employee relations. Communication is an ongoing process, and Streebo management
promotes an open door policy that encourages employees to provide their views, opinions and
suggestions.
EMPLOYEE - SUPERVISOR COMMUNICATION
Questions and concerns relating to the job activities are first presented to the immediate reporting head /
team lead. Communication between the reporting head and the employee is an ongoing and address
concerns related to job, task, duties and expectations. Supervisors can help employees achieve their
professional goals by providing regular and timely information and career counseling.
COMPANY MEETING
The Management team holds periodic company meeting with the staff members to provide information
related to business direction, key achievements, and internal announcements and to answer your questions
or concerns.
HR WALK-IN
HR department welcomes and encourages all staff members to seek assistance or discussion on any
matter related to them without any prior appointment. Similarly HR Head is available at all times for
seeking career guidance/counseling, training/development needs, suggestion/feedback for improvement,
attend grievances/de-motivators or any other matter pertaining to employees motivation and well being.