Performance Management (Phase 2) Project Guidelines

Human Resource Management, FTMBA Trimester 3, 2020-21, 15 Marks

Project Due Date: As per course outline
CRs will collect all soft copies, zip them and email them to the Course Faculty.
Phase 2 Project Details & Objectives: This document provides you with guidelines for the Phase 2 part
of the project. This is a group project. Each group will continue with the identified organization and
specified role from phase 1 on this assignment. In this Phase, groups need to learn the PMS being
implemented in various organizations in the specified industry. The group would need to understand and
represent as to what kind of Performance Management practices are being adopted in these organisations
especially the business context.
The objectives of this Phase 2 of the project are to:
1. Create a detailed goal sheet in the form of KRA for the specified role.
2. Design an end-to-end performance management process for the organization.
Students are required to maintain audio files of interviews with industry professionals (audio files) and
qualitative transcripts of interviews (to be attached as annexures). Also provide contact details and proof
of interaction with the industry professionals (an email from them). Please ask for permission from the
Interviewee before recording the conversation.

Report Format: The report must be left-flushed, double-spaced, in Times New Roman font of size 12. It
should include these sections:

1. Cover Page: Include Group Number, Student Names and Roll Nos. in ascending order.
2. Goal sheet in the form of KRAs for the identified role in the said organization. These would be
around 6 to 8 critical KRAs, and meeting the SMART criteria.
3. Design of an entire PMS for the said organization: Identify the need for the organization to
measure performance by understanding the business context, suggest the various components in
the process, the appraisal methods to be used for the specified role, the frequency of the process
and provide rationale for each of the component of PM process. Elaborate each of the
components in the process in your context.
4. References
5. Annexures: If any.
6. Plagiarism report: Similarity index in the plagiarism report from turnitin/trusted onine software
should be less than 10%.

Evaluation Criteria:
1. Alignment and fit of the PMS with the stated needs of the business and for the said roles
2. Ability of the PMS design to recognize varied performance and which enables the organization to
promote a culture of meritocracy
Note:
● No late submission.
 ● Any form of cheating or plagiarism is unacceptable. If discovered, such reports will get a zero
and the students will be referred to the Disciplinary Committee.
● Please don’t make your own assumptions. For any doubts, always check with your faculty before
proceeding.
Rubric for Group Project - PMS
CLO4) To design effective HR systems that attract, engage, and retain talent leading to enhancement of
organizational performance (PLO3a)
Parameter Excellent (4-5)
Alignment and fit of the The PMS process designed
PMS with the stated strongly aligns with the
needs of the business business needs of the
and for the specified organisation and will help the
roles (5 Marks) organisation realise its goals.
The goal sheets for the
identified roles meet the
actual goals of those
identified roles in the
organisation.
Excellent (9-10)
Ability of the PMS The design helps the
design to recognize organization to clearly
varied performance and differentiate performances,
which enables the and reduces subjectivity in
organization to promote the evaluation process
a culture of meritocracy
(10)
The components of the PMS
are appropriate and the
choice of appraisal method
are in line with the roles in
context.
Designed PMS process has a
sequence of the components
with rationale and
justification to the business
Average (2-3)
The PMS process designed
somewhat aligns with the
business needs of the
organisation and there are
few shortcomings in the
overall PMS process.
The goal sheets for the
identified roles are
somewhat connected with
actual goals for these roles
in the identified
organisation.
Average (4-8)
While it does help in
differentiating performance
levels, it still falls short and
is limited in its overall
impact
The components of the
PMS are somewhat
appropriate and the choice
of appraisal method could
have been better in the
identified role context.
Designed PMS process has
no sequence of the
components with
somewhat rationale and
justification to the business
context.
Poor (0-1)
The PMS process design is
misaligned with the business
needs of the organisation and
there are major shortcomings
in the overall PMS process.
The goal sheets for the
identified roles are not
connected with actual goals of
those roles in the identified
organisation.
Poor (0-3)
The design falls significantly
short in its overall ability to
differentiate performance
levels in the organization
The components of the PMS
are not appropriate and the
choice of methods are not
suitable to the role context.
Designed PMS process has no
sequence of the components,
and lacks rationale and
justification to the business
context.
context.