Performance Management at Progress

Information Technologies
A Case Study By:

Harsh Shrivastav(PGPM-20-039)

Arjun Khanna(PGPM-20-020)

Bhabha Priya Mishra(PGPM-20-027)

 Issue Emerging from the Case
Mediocre Performance of the company Lack of motivation to perform

• PIT was unable to compete in the market due • Employees were used to work in their comfort
to mediocre performance. zone.

• Middle Management were less concerned

• Unable to deliver projects timely.
towards company’s goal.

Fault in Performance Evaluation Criteria No Value Feedback Mechanism

• Employee were given rating based on • Employees didn’t get valuable feedback on
promotion due date. their performances.

• Ratings were given in liberal manner rather • Thus individual goals were not aligned with
than performance based. company goals

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 Strengths and Things gone Wrong for PIT Performance Management System

• Established process for Performance Evaluation.

Strengths: • Distribution mechanism of performers on the basis of Bell Curve was available.
• Employees KRA were clearly defined.
• Existence of PMS committee to have fair evaluation mechanism.

• Ineffective utilisation of Bell curve mechanism.

• Promotion were based on tenure instead of performances.
Things gone • No effective feedback mechanism system in place.
wrong
• Same job description over 5 years.
• Middle management (Vilas) have not effective involvement while providing ratings to subordinates.
• Works other than KRAs were not considered in performance ratings.
• Individual goals were not aligned with team goals.

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 Suggestion to Improve PMS
Goal Alignment
• Team goal and individual goal should be aligned
with Company’s goal.
• Company should increase number of team goals.
Modification in Job Description
• PIT should update the job description as per
market.
Modification in Evaluation Criteria
• PIT should follow bell curve rigorously to
achieve true potential of employees.
• Promotion should be based on performance.
Improving Feedback Mechanism
• Constructive feedback to be provided on quarterly or half-
yearly basis.
• Feedback should focus on enhancing true potential of
individuals.
Identify training needs
• Manager should be able to identify training needs and
support employee to improve on skills set.
Performance Pay
• Company could employ the concept of performance pay.
• Individual to reward well on exceptional performance.
• Motivation would be improved and ultimately company’s
performance.
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