Aditya Birla Retail Limited

Performance Setting & Self Development Plan Docket

Year 2007 - 08

Designation /
Employee Name KUNAL ASHOK SHINDE OFFICER / QUALITY (FOOD) Band
Department 12

Format /
Employee Code 1001785 Date of Joining 01.09.07
Location AHMEDABAD

Ref No : HO - HR/ ABRL/ PMS-001; Date of Issue : July 25, 07; Validity: 31st March, 2008; Version No : 1; Confidentiality : Moderately
Confidential
Format Owner : Home Office - HR , ABRL
The Philosophy …
The Performance Setting & Self Development Plan is meant to be a development tool in Aditya Birla Retail Limited.

It aims to establish an organisational environment where superior performance permeates every aspect of the ABRL
Managers' professional life.

It seeks to create a culture that inspires & empowers every individual to contribute his/her best in building the business and
the organisation through self-development.
It seeks to create an environment, which provides opportunities to recognise and develop achievers.
It believes in the development and optimisation of human resources.
It is based on the premise that people at all levels are capable of contributing to the overall team performance.
It is based on the belief that clarity of goals and objective setting through a participatory process provides the foundation for
"Superior performance".
It believes that every individual is capable of setting, achieving objectives and assessing one's own performance. It
underlines introspection as a means of growth.
 Performance & Self Development Plan Setting Docket
PSSP Docket Guidelines
Introduction Structure of this PSSP Docket
- This PSSP docket is opened at the beginning of every Financial year, and is closed at - This PSSP docket contains the following basic formats, namely,
the end of the corresponding financial year after the performance / development Form 1 : Employee Background Form 2 : Performance Planning /
reviews get completed. This PSSP docket is to be maintained by the respective Review
employee Form 3 : Self Development Planning / Review
- The relevant sheets of the completed docket are to be handed over by the respective
employee to the respective Head of Dept / HO - HR / Format HR through their Reporting
Manager at the end of the financial year after the performance / development reviews

Terminologies
Employee : PSSP is applicable to every Corporate (Home Office) / Regional / Zonal
employee on the rolls of the organization. It will also cover the Store Manager & the
Asst Store Manager
Reporting Manager : The person to whom a given employee reports to in the
organizational structure. In case of matrix structures, the operational (alternatively
referred to as "administrative") reporting manager should take inputs from the
concerned functional reporting manager.
Reviewer : The Reporting Manager to the Reporting Manager of a given employee
Terminologies
Performance Planning : Objectives / key projects to be pursued in the forthcoming
period. This is determined by the role that a person is holding. Performance Planning is
done at the beginning of the financial year through the identification of KRAs in PSSP
form 2.
Self Development Plan :This is the plan of action that an individual employee decides
at the beginning of the year, for his / her capability / competency development, in line
with the organizational priorities. While the employee is responsible for his / her
development, by working along with the employee in preparing his / her SDPs, by
reviewing the Self Development Plans during the Half Yearly & Annual reviews and by
other required actions, the concerned reporting manager and the HR will support the
concerned employee in realizing his / her Self Development Plans. Please refer to PSSP
form 3

Guidelines on KRA Setting Other Important Points

A KRA is a thrust area or the area of importance dictated by the needs of a business. It - In case of mid year transfers / role changes, the performance reviews for the period till
is an area of focus that calls for Appraisee’s time, attention and resource. In may the date of transfer need to be completed by the concerned reporting manager, as part
change in focus from year to year with the change in business context or organisational of the procedure for relieving procedures. Fresh KRAs for the remaining period of the
goals. year need to be defined by the respective employee for the new role.
At the beginning of the year, the Appraiser shares the organisational and functional
goals to help the Appraisee prepare his list of KRAs for the year. KRA's are derived from
an Appraisee’s function such as Marketing, HRD, Finance and so on. The Appraisee
documents his KRA's, in order of priority on the performance plan - review form(PSSP
Form 1). Please arrange your KRA's in the four buckets of Financial , Process ,People &
Org Development and Customer . You need at least one KRA in each quadrant.
The number of KRA's are to be restricted between 5 & 8.
Each KRA needs to be simple,measurable,achievable,result oriented & time bound.
The target for each measure of completion needs to be set. An element of challenge
needs to be built into them.
Each KRA should have a minimum weightage of 10%.
The total cumulative wieghtage of all KRA's should equal 100%.
Any exceptions to the above guidelines need to be approved by the Head of HR - ABRL

PSSP Calendar
Apr May Jun Jul Aug Sep Oct Nov Dec Jan Feb Mar

Regular Employee Self Review / Feedback Regular Employee Self Review / Feedback

VPP/ Salary HY PSSP Perf Planning

Review KRA (Setting)
•Half yearly Review (Apr – Sep)
•Performance Review
•Development Review

•In case of Matrix Reporting, the prime reporting manager should ensure that feedbacks from all other reporting managers are incorporated.
•PSSP: Performance Setting & Self Development Plan
 Performance Setting & Self Development Plan Docket
For the Financial Year 2007- 2008
(To be filled in and maintained by the respective employee. Please hand over the completed docket to your reporting manager after the annual review in April)

Employee Background (PSSP Form 1)

Employee Name KUNAL ASHOK SHINDE Employee Code 1001785

Designation / Department OFFICER / QUALITY (FOOD) Band 12

B.Sc.Agriculture, M.Sc.BIOTECH
Date of Joining 01.09.07 Qualification
(PART-II,APPEAR), M.B.A- I st Yr.

Format Dept / Category Quality- Food

Reporting Manager Mr. VIRENDRA YADAV Location of Posting AHMEDABAD

Career Progression at Aditya Birla Group (starting from last assignment till DOJ in Aditya Birla Group)

Sl From - To Designation Role

1 01.09.07- Till Date OFFICER / QAUALITY (FOOD) Quality Assurance -Fruits & Vegetables .

Major Training(s) / Certification(s)

1.Completed the training of Agriclinics & Agribusiness Centers 3.Completed the Computer Literacy, MS-CIT
Scheme of Govt. of India at Agril.College,Pune Programme

2.Completed the Integrated training course on Ginning & Cotton

Fiber Quality Evaluation at CIRCOT,Nagpur

Brief Description of Role

Special Projects
Role in the project
Sl Project Title Brief on the project Project completion status
team
Works During M.Sc.biotech.in School of
Antibacterial &
Life Sciences at N.M.U,Jalgaon
Antifungal Activities All the Plants under study has
-Extractions of plant As a Team
Of Medicinal Plants exhibited good Antibacterial
1 parts(leaves,rhizome) in different member. (Total 4
(Orchid,Wild Activity against Few Gram +ve ,-
solvents ,To check Antibacterial & members)
Turmeric,Fern)From ve bacteria & Bacillus spp.
Antifungal Activities of extract & To
Satpuda Ranges.
compare with Std.Antibiotics.

PSSP is to help you Contribute, Learn and Develop - TAKE CHARGE !

 Performance Setting & Self Development Plan Docket
For the Financial Year 2007 - 2008
Performance Planning / Review Form (PSSP Form 2)
Employee Code /
Employee Name KUNAL ASHOK SHINDE 1001785 / 12
Band
Designation / Department OFFICER / QUALITY (FOOD) Format / Location AHMEDABAD
Performance Planning Half Yearly (*) / Annual (*) Performance Review
Self Final
Measure(s) / Measure(s) of Details of Achievements /
Key Objectives / Strategies / Projects Target Weightage Score Score
Completion Shortfalls / Learnings (**)
(***) (***)

Increase in AB % of SKUS from

Financial

Coordinate with buying & collection centre to 15% month on month improvement on
8-Mar 20 CC's from 83 to 97 % with 100 19
improve the quality of incoming material. input & G&S rejections.
% in few

Followed and implemented

1) Implementation of quality 1) 100% availability &
all possible norms &
specification for all local & imported implementation of specifications for Mar-08 20 19
specifications to incoming
fruits & vegetables. all marchandised goods
Process

material

2) Implementation of standards & 100% compliance with fumigation &

All possible measures taken
frequency for pest control, fumigation & pest control schedules, above 60% Mar-08 15 14
to undertake pest control
housekeeping. rating for housekeeping.

1) Adherence to sampling, grading &

sorting norms, temp norms,
Systems audits to ensure Undertaken as per
Ethylene/non ethylene segregation Mar-08 15 13
compliance. specifications
norms to ensure compliance with ABRL
specifications.
Customer

2) To implment proactive systems and

No compliants from W&M
measure in ensuring 100% Legal & Mar-08 15 Implemented & Followed. 13
authorities.
Satutory compiance.

1) Impart training on defects, G&S, Trained all CC persons,

Spend 20 man days per annum on
storage norms & conditions, harvesting Mar-08 15 labours (at DC) about quality 15
this activity.
Development
People & Org

norms to 3PSP & CC. maintainance

% Achievement (***) 93
Name, Signature & Date

Reporting
Employee Reporting Manager Employee
Manager

(*) Strike out that which is not applicable (**) Use additional sheets as required (***) Applicable only for Annual Review; Not applicable for HY Review
Use the photocopy of the filled in Performance Planning form, for the HY / Annual Reviews
Provide photocopy of the filled in Performance Review forms (with annexures as applicable) after the HY reviews to the Reporting Manager (for forwarding to HR)
Note : Please restrict No of KRAs to 5 - 8; Each of the four perspectives should at least have one KRA; Weightage for each KRA should at least be 10 %; Any exceptions to these
need Head - HO HR's Approval
 Performance Setting & Self Development Plan Docket
For the Financial Year 2007- 2008
Self Development Planning / Review Form (PSSP Form 3)
Employee Name KUNAL ASHOK SHINDE Employee Code / Band 1001785 / 12
Designation / Dept OFFICER / QUALITY (FOOD) Format / Location AHMEDABAD
Half Yearly (*) / Annual (*) Development
Development Planning
Review
Leverageable Learning / Strength My SDP
Time Details of Achievements / Shortfalls /
Sl Strengths / Enhancement (Incl Measure of
Frame Learnings (**)
Development Needs Objectives Completion)
Stick to quality Remarkable improvement in AB quality of
1 Improving quality Increase in AB %
specifications material
Coordination with Remarkable improvement in AB quality of
2 Improving quality Increase in AB %
sourcing persons material

Name, Signature & Date

Employee Reporting Manager Employee Reporting Manager
(*) Strike out that which is not applicable (**) Use additional sheets as required
Use the photocopy of the filled in Development Planning form, for the HY / Annual Reviews
Provide photocopy of the filled in Development Review forms (with annexures as applicable) after the HY reviews to the Reporting Manager (for
forwarding to HR)
KRA Setting Process
Reporting Mgr
receives the PSSP Decide on Weightage for each
form from HR goal.
Decide on 5 - 8 Objectives for the
year.
Identify measurable and
Inputs from achievable targets. The targets
Reporting Mgr to
Reporting need to be SMART
percolate forms
Manager’s Perf Specific
down to next level
Planning & Measurable
of reportees
Review Form Achievable
Realistic
Time bound
Inform employee to Decide on milestones for tracking
complete Perf Planning At least one KRA per quadrant
Form and Self 10% min weightage per KRA
Development Planning
Form

Employees to
complete PSSP
Docket

Reporting Mgr to
Reporting Manager to sit with look at importance
employee to go through Perf of relevant
Planning & Self Development objectives and the
Planning Form weightage
As well as scoring

Employee and One copy of PSSP with Reporting Mgr ,

reporting Manager One copy with employee and
to sign off PSSP one copy with HR
Docket

End of PSSP
setting process