GROUP – 1

Performance management in Toyota Company

Toyota Has a performance management system (PPMS) that consists of 

(i) Project Frame work (PFW)
(ii) Project Performance Report (PPR)
(iii) Project Completion Report (PCR)
(iv) Project Performance audit report (PPAR)
(v) Report for monitoring and evaluation

The PPR of Toyota acts as a management tool that scrutinises the implementation of project
performance  and ensures that it achieves its overall goals.

The PCR provides an opportunity to managers at Toyota to make recommendations and ensure
that sustainable performance of the completed projects.

The PPAR that deals with assessment of project usually from 3-5 years after they are
completed.

The PFW offers a foundation for evaluating the PPAR and Monitoring.

Therefore PPMS will ensure product design , building client relationships , technical support for
vehicles , product development and advertising and sales promotion abilities.

Toyota ensures that all organisation employees understand their duties and responsibilities in
relation to the organisation objectives  to realise its goals.

Toyota conducts performance evaluation three-times a year. 

1. first performance evaluation of the employees is done for increasing wages. 
2. other two such as skill improvement and productivity, are done for the bonus
payment.                                                                                                                   
                                                                                                                           

GROUP 2                                                       
Performance Management @ Facebook

1. Goal-setting: Facebook encourages employees to set clear objectives and

key results (OKRs) for their work. These OKRs are meant to align individual
and team efforts with the company's strategic priorities.

2. Continuous feedback: Facebook encourages its employees to give feedback

to their supervisors and coworkers as part of its culture of continuous
improvement. Both negative and positive feedback may be given, which can
aid in learning, personal growth, and better teamwork.

3. Performance reviews: The performance review on Facebook is primarily

based on employee feedback and work evaluations, so by looking at the
results, the need to maintain or improve should be identified. Performance
reviews often include feedback from peers, managers, and direct reports to
ensure a comprehensive evaluation.

4. Development and growth: Facebook focuses a lot of attention on the

growth and development of its employees. To assist workers in improving
their skills, gaining new information, and progressing their careers, they
provide a variety of tools, learning opportunities, and professional
development programmes.

5. Compensation and rewards: Facebook recognises its top performers. They

have a tradition of honouring accomplishments and may employ a variety of
reward systems, like as promotions, performance-based incentives. High-
performing employees may be eligible for bonuses, stock options, and other
incentives based on their performance and the company's overall success.

The workplace culture at Facebook is ranked as an A. Some positive aspects of

Facebook's culture include a comfortable working environment, with perks such as
free meals, on-site gyms, transportation, new parent pay and more.
Group 3
Performance management in —------  AMAZON-----------------------

Amazon uses a 3-month "Performance Improvement Plan" (or "PIP") to help the employee get
back on track. You can guess what happens if they don't.

From what we were able to garner from a limited amount of public information,
Amazon uses a "stack ranking" (a.k.a. "rank and yank") performance
management process in which employees are rated against each other in an
annual review.

As Don Weobong—President of Telania e-learning platform—said, "Every

aspect of a worker’s performance is measured and ranked—ffrom the earliest
stages of the onboarding process, employees are also treated as data
subjects in every respect. At the end of the day, employees are only kept if
their metrics add up."

Amazon also uses continuous feedback via its "Anytime Feedback Tool". This
is an internal platform where workers can anonymously praise or critique
colleagues.

Amazon Employee Performance Metrics

 Productivity

1. Sales Performance
2. Quality of Work
3. Customer Satisfaction
4. Teamwork and Collaboration
5. Problem-solving Skills
6. Initiative and Proactivity
7. Adaptability and Flexibility
8. Communication Skills
9. Time Management
10. Attendance and Punctuality
11. Leadership and Management Skills
12. Job Knowledge and Expertise
13. Professional Development
14. Goal achievement
 Performance Management:
 
The origin is Amazon:
Amazon improves its performance plans quarterly.
However, they use the actual appraisal to evaluate the performance continuously
or biannually.
The continuous and biannual evaluations are used based on the live data from
customers.
Amazon employs a performance appraisal method called stack ranking
(colloquially known as “rank-and-yank”) where employees are ranked and the
worst-performing ones are fired.
This means that managers have to be prepared to defend the team members that
they don’t want to lose.
 

From <https://www.profit.co/blog/performance-management/performance-appraisal-
methods-great-organizations-adopt/>

 
It’s a 3-month period during which underperforming employees are expected to
improve their performance to the point where it meets the company’s standards.
 Employees who fail to do so are fired.
 

From <https://www.profit.co/blog/performance-management/performance-appraisal-
methods-great-organizations-adopt/>

 
From what we were able to garner from a limited amount of public information,
Amazon uses a "stack ranking" (a.k.a. "rank and yank") performance management
process, in which employees are rated against each other in an annual review.
As Don Weobong—President of the Telania e-learning platform—said, "Every
aspect of a worker’s performance is measured and ranked—from the earliest
stages of the onboarding process, employees are also treated as data subjects in
every respect. At the end of the day, employees are only kept if their metrics add
up."
 
Amazon uses the following metrics to evaluate its performance:

 Productivity
 Sales Performance
 Quality of Work
 Customer Satisfaction
 Teamwork and Collaboration
 Problem-solving Skills
 Initiative and Proactivity
 Adaptability and Flexibility
 Communication Skills
 Time Management
 Attendance and Punctuality
 Leadership and Management Skills
 Job Knowledge and Expertise
 Professional Development
 Goal Achievement
Performance Appraisal methods great organisations adopt
Overview of performance appraisal methods used by Google, Amazon, and Facebook. Learn from
the best!
You can work long, hard, or smart, but at Amazon.com,
you can’t choose two out of three.” Jeff Bezos
Group 4

Performance management in — Amazon

Amazon’s approach to performance management has several positive aspects, including clarity of the
main objective and constant focus on the aims at hand. Moreover, the company promotes data-driven
feedback, which constitutes a reliable performance management tool.

Amazon also uses continuous feedback via its "Anytime Feedback Tool". This is an internal platform
where workers can anonymously praise or critique colleagues.

Goal Setting: Employees work with their managers to set specific, measurable, achievable, relevant, and
time-bound (SMART) goals that align with their team and organizational objectives.

Continuous Feedback: Amazon emphasizes a culture of continuous feedback, where managers and peers
provide ongoing feedback to help employees improve their performance. - regular check-ins, one-on-
one meetings, or through Amazon's internal communication tools.

Performance Evaluation: a formal performance evaluation. Managers assess the employee's progress
towards their goals, their demonstrated leadership principles, and their overall contributions to the team
and organization.

Managers are required to give scores from 1-5; 1 being the highest

For under performing, concern put on improvement plans which last for 3months.

Through the one-to-one discussions, development plans are put in place.Based on performance,
employees are paid performance bonuses.

Development Opportunities: Amazon recognizes the importance of employee development and provides
various opportunities for growth. The company offers training programs, mentoring, and career
development initiatives to support employees in their professional journey. Continuous learning and skill
development are highly encouraged within the organization.