1.

INTRODUCTION
Performance appraisals are one of the crucial aspects of professionally managed organizations
across the planet. They’ve supported a review of the performance of associate workers on the tasks
assigned to them. They’re used for several aspects like pay revision, bonus provisions, promotions,
etc. These reviews square measure largely conducted annually, however, are also thought-about
quarterly or half-yearly in addition to relying upon the time unit policies of the organizations. Mostly,
the Human Resource department takes the lead in conducting formal performance appraisals.
(Potgieter, 2002)

In the present world, we tend to couldn't be won our employer's goal with success, except by being
supervised, developed in any mode. With no info, monitoring, steering, and management workers
wouldn't do the job that our company needs. Additionally, the company has to understand what
their employees‟ performances square measure. The square measure they doing well? Square
measure their workers on the proper track or the corporate will create their job good way? To
maintain all these issues the company wants a quiet system. Performance management is the
common method for firms to live their employees' ability to achieve their goals.

In the 1980s, “performance appraisal” had replaced by the phrase “Performance Management”.
With a variety of drawbacks, the business concern centered on performance management. In
performance management, an associate degree analyst might read the performance of the complete
company. In another intellect, Performance management is the method for evaluating the member
of workers to achieve within the concerned objective. The remodel is a crucial thing to continue
during a competitive market. For the remodel, performance management will facilitate the business
what's obligatory to boost the business. Through performance management, staff and managers will
get along by sharing their individual opinion, and so their manager will opt for the simplest opinion
to form their aim structure to succeed there. The measuring of worker performance is one among
the foremost vital manner for any enterprise to toward its business goal. Performance management
could be a system wherever the management measures the workers' performance. Performance
management permits a business to characterize planned goals, assess, and supervise performance
on the goal.

1.1Performance Management
Managing the Performance of the worker is the most vital operation of the unit of time (Human
Resources). Performance management is outlined as the associated current method of
distinguishing, measuring, and developing the performance of the workers within the organization.
Its main objective is to concentrate on worker performance and direct their efforts towards
achieving the business goal of the organization.

Performance management could be a tool that's wide utilized by managers to observe and measure
the work performance of workers.

The tools that begin performing from the Job style are followed by coaching and development and
connect performance with reward and recognition and ultimately result to attain the organization's
goals and objectives.

Performance Management is – ‘The development of individuals with competence and commitment,

working towards the achievement of shared meaningful objectives within an organization which
supports and encourages their achievement’ (Lockett)
A strategic and integrated approach to increasing the effectiveness of organizations by improving
the performance of the people who work in them and by developing the capabilities of teams and
individual contributors. (Armstrong and Baron)

1.2 Importance of Performance Management

Performance management aims at the overall personal development of the workers. It’s a
type of constructive feedback which inspires continuous improvement. It’s useful to each
worker in addition to an appraiser. There’s frequent communication between them that
helps in setting the right goals for the worker and potential pointers from the appraiser to
realize those goals efficiently. It so saves staff from the bitter feeling that comes at year
finish once they feel that they need to be wasted one whole year with none substantial-
worth addition. (Lyle, 2002)
This analysis work can concentrate on analyzing the new review system of Accenture.
historically, it's ascertained that the organizations offer a proper review to their workers on
associate degrees annually. However, Accenture has set against this technique and is
moving towards a replacement review system that may offer everyday informal feedback to
the staff. Though heaps several consultants have criticized this informal feedback system
however the management looks to be positive about that. Throughout the course of this
analysis work, it's been found that the standard feedback system isn't operating effectively
for various organizations across the world. The constant is the case with Accenture. Hence,
it's wise to experiment with new techniques which will encourage be higher regard for
worker management. An informal feedback system may fit well for Accenture if it's enforced
in a strategic manner.

2. Company Background
Accenture is one of the largest MNC that makes a specialty in data technology (IT) services and
consulting. A Fortune international five hundred company, it reported revenues of $50.53 billion in
2021. Accenture's current purchasers embrace ninety-one of the Fortune international a hundred
and over three-quarters of the Fortune international five hundred. Julie Sweet has served as chief
executive officer of Accenture since one Sept 2019. It has been incorporated in port, Ireland, since
2009. In 2016 the company has reported net sales revenue of around $33 billion, approx. Accenture
is providing services in more than 120 countries, having a strength of 395000 employees and more
than 200 cities in the world.

3. Motive
The main purpose of writing this report is to examine the Performance Management of Accenture
and provide advice on their decision of ditching the performance management reviews by the
company officials. This report can be used as a guide for the replacement of performance
management with another applicable approach in the given business settings. The report can be
useful for the management of any MNC to know the main drawbacks of performance management.
According to Armstrong & Baron (2002), the task of strategic human resource management SHRM
goes on the far side of the normal functions of accomplishment, selection, coaching, and
development. It’s a lot of involved with managing the performance of the workers, keeping them
actuated within the organization, and therefore retaining them for an extended amount. In the
recent past, it's been discovered that the rate of attrition within organizations across the world is
growing in leaps and bounds. This can be chiefly as a result of not several organizations square
measure ready to engage their workers and enhance their job satisfaction.

4. Issue of Performance Management in Accenture

The analysis of Accenture has recognized that the performance management had become a burden
for the company and also affected the growth of the company. The CEO of the company Pierre
Nanterme decided to abandon the performance management from its business framework after
consulting other responsible authorities and the management.

The case study presents things about Accenture, a well-known organizations operative within the
international markets. Accenture has perpetually centered on managing its workers in the best
manner. However, the organization is currently attempting to implement an innovative performance
management system that aims at eliminating the systematic performance review system and
specializes in providing regular feedback to the staff. This analysis work can specialize in exploring
the potency of this technique in an exceedingly comprehensive manner.

4.1 Removing of Performance Management from Accenture

(Kinley,2004) One of the main reasons for removing performance management from Accenture is
maybe the changing nature of work. The company Accenture is providing a number of services
worldwide like operations services, business strategy, technology strategy, and business and
management consulting services. These all services have different time frames of completion and
approach to completion. If the same approach is used by the company for all different services then
it may not suitable for for the nature of work. The reason why Accenture removed the performance
management from the company is that it is difficult to judge the performance of employees annually
and this approach may not work properly on all such different projects.

4.2 Effect of Performance Management on Financial Level

I think this decision is reasonable for the future of the financial status of the company. According to
(Culbert 2008), many scholars believe that many MNC like Google, Microsoft, and Adobe have
removed the performance reviews from their business successfully, without affecting the financial
status of the company. If we talk about a company like Adobe then by removing the performance
reviews the financial status of the company is increased which can be a real motivating factor for
Accenture’s performance management. Accenture can learn new approaches from Microsoft and
Adobe because Microsoft provides software solutions and Adobe provides digital solutions to their
customers and both services are provided by Accenture. This will not only increase the financial
growth of the company but also increase the efficiency of work in the organization.

4.3 Performance of Employees in Organization

If we talk about the real assets of a company like Accenture then the real assets of the company are
the employees of the company. These companies also invest a large amount of money to manage
the performance of the employees and monitor their performance because the real efforts and hard
work of every employee will generate revenue for the firm. So the performance management of the
employees is very important for every company and this is the responsibility of every manager that
they should spend proper time on the performance reviews of the employees,(Mone 2011).

If the employees would not have to bother about their annual performance rating for getting paid,
then they can put their best efforts to provide their best to the project they are working with,
thereby improving the overall satisfaction rate for the clients.

4.4 Removing of Performance management model from Accenture

The performance of Accenture is compared with Adobe, In front of Accenture Adobe is the best
example for the adoption of a new check-in model after removing the performance management
model. After removing this model the turnover of Adobe is increased by 2 to 3 percent. If we talk
about the previous model, in the previous model the managers are facing the problem of poor
performance of the employee at the end of the year. After applying the check-in model, managers
become capable of managing the performance of the employees on an ongoing basis, thereby
leading to active performance management it will also increase the efficiency of work in the
company. (Tahvanainen,1998)

The stock value of Adobe had been increased from $33 to $90 per share after the implementation of
the new check-in model, this is also an example for Accenture, so removing the previous model and
applying the dynamic change in the company will not only change the management process but also
increase the value of the company.

5. RECOMMENDATION
From the above discussion, it is declared that the new review system would possibly influence be
effective for Accenture however it has to make sure that a strategic approach is followed within the
implementation of an equivalent. Following area unit is a number of the recommendations that will
assist in enhancing the potency of this method.

Firstly, the organization ought to keep its workers driven and engaged. Motivation can define as the
inner drive of an individual that accomplishes tasks (Maslow, 1954). Plenty several theories are given
by consultants within the space of worker motivation. However, Maslow’s theory of motivation is
one of the foremost illustrious theoretical frameworks of this space. Maslow’s theory of motivation
was recommended by Ibrahim Maslow within the year 1954. Maslow’s theory of motivation,
organizations ought to fulfill the 5 wants of the workers i.e. the essential wants, social wants, safety
wants, esteem wants and self-actualization wants (Maslow, 1954). The essential wants square
measure the requirements that fulfill the need of life such as food, water, and shelter. The social
wants square measure the necessity for love and belongingness from the relations and also the
society (Pfeffer, 1995). The protection wants square measure the requirements to be secured in life
and entails components like job security and security in personal life. The esteem wants square
measure the requirements for top respect and recognition within the society (Azad, 2011). Finally,
self-actualization wants square measure the requirements to try and do one thing quite what has
been already accomplished (Cheˆnevert and Tremblay, 2009)

During the course of this analysis work, it had been ascertained that an everyday review system
might encourage be motivation for the staff. this is often in the main as a result of if the staff square
measure supplied with regular reviews then they'll be in a very position to grasp their strengths and
weaknesses. this may change them to additional leverage their strengths and overcome their
weaknesses. This successively can assist in obtaining improved career growth and appraisals in the
future. the standard review system might give formal and written feedback on just one occasion to
the staff. This could not offer them a chance to enhance their skills thereby resulting in less career
growth. Hence, this review system might encourage be extremely helpful for Accenture and for the
staff further.

Secondly, the leader should adopt a transformational type of leadership that will assist in the
effective utilization of this method. A transformational type of leadership continuously focuses on
encouraging changes within the organization. This means that the leader continuously screens this
operational activity and realizes new and improved ways of finishing the tasks. Additionally, a
transformational leader conjointly works as a district of the team. The leaders at Accenture ought to
conjointly become a district of the workers and make a case for them about the essence of this new
system. In any modification method, the most important hurdle is communication. However, a
transformational leader will terribly handily maintain effective communication with the workers by
being one amongst them. This may assist in making quality for the new review system and testing an
innovative process that may enhance the organization’s productivity.

At the last but not least the management should focus on the entire review system of the company.
Although this is often a casual approach to giving feedback to the workers however the highest
management ought to make sure that they keep an eye fixed on all the various aspects. This may
make sure that there's no business or discrimination done by the department whereas giving
informal or verbal feedback to the workers. As mentioned earlier, responsibility and responsibility
are extremely crucial for the success of this technique. Hence, by keeping strict vigilance on the
whole system, the management will ensure good and just informal feedback to the employees at
regular intervals.

6 Conclusion
Performance management may be a crucial space within the field of strategic human resource
management. Over the years, several consultants have perpetually explicit that giving formal
feedback to the workers could assist them in enhancing their performance. However, Accenture is
currently shifting towards a recent form of giving feedback by eliminating its ancient formal
feedback system. The new system can concentrate on providing informal feedback to the workers
on a daily basis. This report has briefly described why the decision of Accenture would affect the
financial status of the company and also provide suggestions for improving the employee
performance of the company.

However, many recommendations are provided to the organization that will assist in enhancing the
efficiency of the new review system. These recommendations principally embody motivating the
workers by associating the associate degree incentive system with the new review method,
implementing this new modification with the assistance of the Kotters theory to have interaction
with the workers further, build answerability of the head towards the review of their staff and
employing a transformational sort of leadership. These recommendations will assist the organization
in implementing the new review system in a good manner and can conjointly make sure that the
review method is undertaken in a very skilled manner.
References
 Potgieter, Lyle, 2002, Performance Management
 Fletcher, C., 2001, ‘Performance appraisal and management: The developing research
agenda’, Journal of Occupational & Organizational Psychology
 Finnegan, T 2003. Accenture’s Public sector value Framework Application for the Revenue
Industry: Accenture Company.
 Armstrong, M. Baron, A. (2002). Strategic HRM: the key to improved business performance,
Chartered institute and Personnel and Development, London.
 Kinley, N. 2004 The end of performance management, sorting the facts from the hype. HR
review 90-94
 Culbert, S.A. 2008 Get Rid of the Performance Review,The Wall Street Journal 6-14
 Mello, J.A. (2006). Strategic human resource management, Thomson Southwestern, USA
 Mone, E.E. 2011, Performance Management at the wheel; Driving Employee Engagement in
the organization. Journal of Business and Psychology 205-211.
 Maslow, A. (1954). Maslow’s Need hierarchy theory, Motivation, and personality, New York
Harper
 Cheˆnevert, D. and Tremblay, M. (2009). “Fits in strategic human resource management and
methodological challenge: empirical evidence of the influence of empowerment and
compensation practices on human resource performance in Canadian firms”, The
International Journal of Human Resource Management, Vol. 20 No. 4, pp. 738-70.
 Bowe, H. and Martin, K. (2007). Communication across Cultures. Cambridge: Cambridge
University Press.
 Weiner, B. (2009). A theory of organizational readiness for change, Implementation Science,
4(67).
 Schraeder, M. and 2011 . Managing Performance; A practical perspective on Managing
Employee Performance. The journal for Quality and Participation.
 Accenture Newsroom: Accenture Announces Proposed Change of Incorporation to Ireland".
newsroom.accenture.com. 26 May 2009. Retrieved 6 August 2010.

 Accenture Annual Report for Fiscal Year 2021" (PDF). Accenture.com. Retrieved 27
October 2021.
 London, M.M, 2004 Performance Management, and Assessment: Methods for improved
rater accuracy and employee goal setting Human Resource Management Journal, 319-335
 Pfeffer, S. (1995). Workplace learning: Its potential and limitations. Education & Training
37(5), 20-27
 Azad, P. (2011). Employee motivation and organizational success, APH Publishing Corp
 Sharma, S. (2015). Diversification of human workfor, The Journal of Human Sciences