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HCL: Performance

Appraisal System
HUMAN RESOURCE MANAGEMENT
SECTION D

GROUP 5

DEBASISH CHATTERJEE (140103052) | ANKIT AGARWAL (140101022) | MITHA BALAGOPALAN (14101101)


S SREEKANTH (140101136) | SAHIBA GROVER (140103141) | SAYAN CHAKRABORTY (140103149)
MANIK GUPTA (140102071)

INTRODUCTION
HCL
Technologies

Founded by Shiv Nadar in


1976
6.5 Billion Dollars annual
revenue

HCL
HCL
Healthcare

Operates in 31 countries
HCL
Infosystems

Over 100,000 employees

EMPLOYEES FIRST PHILOSOPHY


Introduced by Mr Vineet Nayar, in 2005

Was termed by Fortune as the The most modern management idea


To create a unique employee friendly organization
To drive an inverted organizational structure
To create transparency and accountability within the organization
To create a value driven culture
To empower the employees

TRANSFORMATION OF HCL
MIRROR MIRROR

TRUST through
TRANSPARENCY

Determine Areas
where company
required to change

Creation of culture of
trust

Awareness of current
situation

Opening financial
books

Meeting All employees

Sharing information

Acquiring support of
employees

Enabling employees
and managers to ask
questions of each
other

INVERTING the
PYRAMID

Recasting CEOs
Role

Customer value
creation

Transfer of
responsibilities from
higher level to the
lower level

Made the managers


accountable to the
employees

Made the company


self governed and self
run

Resulted in
improvement in
employees in terms of
effectiveness and
passion for the work

Employee feels like the


owner of the company

HCLs PERFORMANCE APPRAISAL


SYSTEM
In 2014,
Addition of
additional
appraisers
limited to
TWO

Appraisee
can add
more
appraisers

Pen & Paper

After 2005,
i4excel
platform is
used

In 2013,
i4excel is
changed to
iPERFORM

iPERFORM / i4excel
Performance Appraisal Portal
Performance philosophy at HCL is driven by the individuals
need to excel/perform
Activated once in a year, generally in June
Employees Fill in Appraisal Form in detail
Employees Rate the work done by them
i4excel also has the provision to upload the supporting
documents

STEPS
Employee fills
the Appraisal
form
Appraisal
Portal
Opens in
June

Chooses the KPIs


Mention the work
done
Rates
himself/herself
according to the
work done
Uploads the
supportive
documents (If Any)
Chooses additional
reviewer (optional)

Reporting
Manager
of the
Employee
goes
through
the form
and rates
the
employee

One - to One
meeting
with the
Reporting
Manager
regarding
the
appraisal
form
ratings

The
Reviewer
(generally
RM's RM)
reviews
the form
and rates
the
employee

Meeting
with the
Reporting
Manager
and
Reviewer
regarding
the
appraisal
form
ratings

BU
(Business
Unit)
Head
reviews
the form
and rates
the
employee

HR
manager
reviews
the form,
rates the
employee
according
ly and
action is
taken
according
to the
final
ratings.

KEY PERFORMANCE PARAMETERS (1/2)

The parameters
on which an
employees
work is judged

The employee
need to select
at least 3 KPPs
and at most 6
KPPs

The appraisee
need to
describe the
work done
him/her in
details against
the chosen
KPPs

The appraisee
also has to
provide weights
to the selected
KPPs

Then rate
himself/herself
accordingly on
a scale of 1
10

KEY PERFORMANCE PARAMETERS (2/2)


Task Execution

Customer Sign - Off

Process Aderence / Compliance

Customer Value Creation /


Innovation

Improvement (Internal)

Monitoring / Supervising

Conceptualizing / Defining

Learning and Certification

Solutioning

Team Capability Building Training


and Interviewing

Customer Interface

Others

PERFORMANCE RATINGS

HCLites VIEWS and SUGGESTIONS

CONCLUSION