PERFORMANCE APPRAISAL 1

EXTRAMARKS
Mansi Rai PGP18210
Rohan Singh Bhaunt PGP18135
Nidheesh S Kumar PGP18128 | GROUP – 2 |
Sirisilla Sai Pramesh PGP18081
Mohib Ahmed PGP18126

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 About The Organization
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• Since centuries, teachers have been using the traditional chalk and board
mode of teaching
• The teaching world is witnessing a digital revolution and “EXTRAMARKS” is
at the forefront
• Founded in 2007 by Mr. Atul Kulshreshtha
• 3500+ employees in 5 countries: India, Singapore, South Africa, Indonesia,
Middle East
• Dynamic, Up to date and Result oriented study methods
• 6 million+ Learners with average of 97 minutes per day on platform spent

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 3
P r o d u c t s / Se r v i c e s O f f e r e d

• Products range from pre-school, K12

coverage, higher studies and Competitive
exams
• Extramarks Total Learning is a One-App-one
Solution for all – Students, Teachers and
Parents, Building an interactive ecosystem
• LEARN – PRACTICE – TEST Pedagogy for
students
• Independent learning with school
• Adaptive Learning
• AI backed performance analysis
• Alex, AI based study bot and guru
• Teacher allotted to each student
• Based on needs and milestones,
• An intelligent personalized path is made
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 The K-12 Coverage
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Board
Monthly Pack
Preparation
Rs.5000
Rs.4999

Learning Tablet Learning Stick

Rs.40,000 Rs.27000
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 Milestones
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Founded in 2007
2008 – Entered K-12 digital segment with smart learn and LIVE virtual
classes
2009 – Launched www.extramarks.us for American students
2010 – 4000+ clients
2011 – Infotel buys 38.5 stakes in the company
2012 – First TV commercial, started operation in Kuwait, new interactive
website, Content for K-12 world education summit
2013 – Entered South Africa
2014 – Extramarks Live, Career counselling programs
2015 – Awarded for Best Use o technology in Teaching and Learning by
Assocham
2019 – Global Educators award for best education app

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 Job Description
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• Job profile: Business Development Executive (BDE)

• Sector: education sector mainly focusing on K12 Segments

• Responsible for researching and pursuing new business leads for the
growth of the business

• Act as an individual contributor working in a team to introduce and

showcase the unique way in which Extramarks helps students learn better
• Responsible for mentoring students and play an important guiding role in
their learning journey
• Key role is to connect with the students and parents Pan India and explain
how the world’s most loved learning app will help the student learn

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 Job Description
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• Role: Direct Sales (B2C)

• Location: East India (West Bengal, Assam & Tripura)
• Working days: Fixed off on Mondays
• Language: Hindi, English
• CTC: Rs. 11 LPA (Monthly Incentive+ Travel Allowances+ Sales Allowances)
Fixed: 7 Lakhs, Variable- 5 Lakhs
• Monthly Incentives and Travel Allowances are apart from the Fixed CTC, i.e. 7Lakhs
• Based on the first 3 months’ performance, salary can be appraised to 12 LPA fixed
CTC
Required skills:
 Must possess strong customer service skills
 Excellent written and verbal communication and interpersonal skills
 Must have good negotiation skills
 Ability work under pressure
 Must be detail oriented and an active listener, and ability to create good presentations
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 Performance Appraisal Process [Current]
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Factors of an employee’s performance currently taken into consideration

• Revenue – Have to maintain a constant revenue weekly to be eligible for appraisal.

A slab is not yet decided. It is completely on the discretion of the BDM
Hence still a subjective method

• Experience of work – The number of months in Extramarks and overall experience will be considered.

• Cancellation of orders – The number of cancellations after an order is placed is another important
factor. Orderhive data is taken into consideration.

• Team handling capability – This is majorly taken into consideration if a promotion or a designation
change is also in stake for the employee. An employee can get promoted to a
team leader or as a BDM.

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 Performance Appraisal Process [Current]
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 Proposal forwarded by the BDM Standard message format from manager

 Final decision of appraisal taken by Area Manager for appraisal propopsal:
 No standard form for appraisal Employee Name :
 Appraisal detail forwarded either through whatsapp or mail Employee id :
Current CTC :
External factors that affect the appraisal of an employee Proposed CTC :
Proposed designation change (If
 Company still in growth stage. any,):
 Market condition of the company and the competitors
 Major objectives
• Employee retention
• Avoid employee poaching by competitors (Byjus, Toppr etc.)
 Appraisal amount decisions
• % increase is decided such that an employee would prefer the appraisal over a promotion in a competitor
company
• Basic calculation in deciding the amount : investment required for recruiting and training a new employee + the
time required for a new employee to reach the current employee’s revenue. An amount below this is decided
according to the performance of the current employee
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 Recommendations for Performance Appraisal
Revamp
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 Revenue slab Appraisal –

 Employees do not have a clear picture on when they would get an appraisal
 subjective feedback and appraisal by the BDM
 no fixed slabs in which an employee would be eligible for appraisal.

 Add Team Adaptability factor in

 Team adaptability will include reporting time and deadline meeting time of an employee
 A form can be given to the manager every day and the reporting time of a BDE for that day and the deviation time from
the original reporting time can be noted. Adding this up for an year, a slab can be made to allot points for different slabs.
 Same way a deadline tracking can also be done through this form from the manager.

 Appraisal factor change,

Out of 100 | Revenue: 40 | Cancellations: 35 | Team Adaptability: 25

 Adding team adaptability will increase the ownership feeling of an employee to the organisation and the tasks that he/she
is allotted. If this is added, the whole team performance will increase both revenue wise as well as responsibility handling
wise.
 Whoever comes above 85 will get the highest appraisal, 60 – 85 another slab and 50 – 60 the third slab. Below 50 no
appraisal. This will bring in more objectivity to the appraisal.
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 11

Thank You.

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