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    HRM Group Presentation

    Uploaded by

    Akash Kumar
    The group presentation summarizes Infosys' employee appraisal system. Infosys uses a role-based structure with competencies and expectations set for each level. There are three appraisal tracks - feedback and self-appraisal for junior levels, panel discussions with managers for mid-levels, and 360-degree feedback for senior management. Appraisals are meant to be merit-based to encourage high performance and provide constructive feedback for self-development. Questions addressed how appraisals relate to compensation, the accuracy of evaluations, and balancing ethics and profit. Suggestions focused on motivation, discipline, honesty and an open culture.

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    HRM Group Presentation

    Uploaded by

    Akash Kumar
    72 views11 pages
    The group presentation summarizes Infosys' employee appraisal system. Infosys uses a role-based structure with competencies and expectations set for each level. There are three appraisal tracks - feedback and self-appraisal for junior levels, panel discussions with managers for mid-levels, and 360-degree feedback for senior management. Appraisals are meant to be merit-based to encourage high performance and provide constructive feedback for self-development. Questions addressed how appraisals relate to compensation, the accuracy of evaluations, and balancing ethics and profit. Suggestions focused on motivation, discipline, honesty and an open culture.

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    HR PPT

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    The group presentation summarizes Infosys' employee appraisal system. Infosys uses a role-based structure with competencies and expectations set for each level. There are three appraisal tracks - feedback and self-appraisal for junior levels, panel discussions with managers for mid-levels, and 360-degree feedback for senior management. Appraisals are meant to be merit-based to encourage high performance and provide constructive feedback for self-development. Questions addressed how appraisals relate to compensation, the accuracy of evaluations, and balancing ethics and profit. Suggestions focused on motivation, discipline, honesty and an open culture.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    72 views11 pages

    HRM Group Presentation

    Uploaded by

    Akash Kumar
    The group presentation summarizes Infosys' employee appraisal system. Infosys uses a role-based structure with competencies and expectations set for each level. There are three appraisal tracks - feedback and self-appraisal for junior levels, panel discussions with managers for mid-levels, and 360-degree feedback for senior management. Appraisals are meant to be merit-based to encourage high performance and provide constructive feedback for self-development. Questions addressed how appraisals relate to compensation, the accuracy of evaluations, and balancing ethics and profit. Suggestions focused on motivation, discipline, honesty and an open culture.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 11

    HRM

    GROUP PRESENTATION

    Company :
    Infosys Ltd.

    By Group 2:
    Akash Kumar : DM20102
    Simrat Singh Walia : DM20146
    Sahil Gupta : DM20137
    Prashanth Chidambaram : DM20128
    Krutarth Sawant : DM20120
    Introduction to Appraisal System
    Appraisals are based on meritocracy, thereby ensuring
    high performance work culture amongst its employees.

    Infosys recently launched 'iCount’ (ERP tool to review performance and


    provide feedback) throughout.

    Typically, a role-based structure is followed with competencies and


    behavioral expectations set for each level. There are primarily three tracks

    Track 2 :
    Track 1 :
    Senior Management. Track 3 :
    Feedback
    Self-feedback. 360-degree appraisal system.
    Technical competency
    Panel discussion with HOD,
    Employee Appraisal Questions

    1. Explain about your appraisal system


    and What is unique about Infosys
    appraisal system?

    2. Is appraisal directly proportional to the


    salary?

    3. You think employees are being


    evaluated correctly?
    Benefits of Performance Appraisal
    Regular review of employee performance, skills and
    growth
    Self-development: Constructive Feedback. Identify
    key area for improvement
    Align employees with the business goals of the
    organization
    Clarifies employees' role and responsibility within the
    organization

    Establish merit-based compensation system


    Techniques

    Graphic Rating (List


    desired traits and
    ratings range from
    'Below par' to
    'Outstanding’) Alternation
    Critical incident Ranking: Rank
    method: A log of employees based
    positive and on a desired skills,
    negative incidents competencies or
    maintained by performance
    supervisor. Provides standards.
    concrete examples.
    Paired Comparison:
    Compare a pair of
    employees based on
    quantity and quality
    of work. See who is
    better of the two.
    Suggestions

    Employee
    Bonus Flexible
    Recognition
    Systems Benefits
    Programs
    Ethics vs Profit

    Ethics Profit

     Ethics are the moral  Profit is more so related to


    principles that govern a personal gain
    person's behavior.  Mostly measured in
     Ethics is concerned with monetary terms or
    what is good for individuals monetary means
    and society and is also  There sometimes seems to
    described as moral be trade off between doing
    philosophy. what’s getting more profit
     Derived from Greek word or doing what is moral
    ethos meaning Custom
    Ethics and Profit Questions

    1.How are the HR policies in Infosys


    motivating to maintain discipline and
    not break any rules?

    2. Are the employees motivated


    enough to break rules in order to gain
    client trust?

    3. What is your personal take on this


    Suggestions

    Oral and Written Reminders

    Decision Making Leave

    -Avoid risk of false promises to customers

    -Explicitly tell employees about promises they can or cannot make


    to customers
    Build systems to ensure that the team in place and can be trusted.
    Frequent workshops, psychometric tests to ensure honesty
    Encourage an open culture that rewards sensible and legal
    behavior

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