PERFORMANCE

APPRAISAL

DONE BY:
S.KIRUBASHINI
TTGI193003
BBA
 PERFORMANCE APPRAISAL

• A performance appraisal is a regular review of an employee's job

performance and overall contribution to a company. Also known as an
annual review, performance review or evaluation, or employee
appraisal, a performance appraisal evaluates an employee’s skills,
achievements, and growth or lack in their respective jobs.

• Companies use performance appraisals to give employees big-picture

feedback on their work and to justify pay increases and bonuses, as
well as termination decisions. They can be conducted at any given
time but tend to be annual, semi-annual, or quarterly.
PERFORMANCE APPRAISAL OF APPLE

• Appraisal at Apple is on-going and

tends to give feedbacks to both
appraiser and appraised and to serve
as formal opportunity for personal
counseling, motivation salary reviews
and allocation of merit payments.
1. Peer Appraisal It is a method of performance appraisal wherein
the peers and teammates provide a unique perspective on
performance. While managers are best able to assess a
individual’s outcomes and results, peers provide insight into an
individual’s interpersonal interactions and skills.

2. 360 Degree feedback A 360-degree feedback is an employee

evaluation tool that includes feedback from supervisors,
subordinates, colleagues and customers It’s purpose is to create
a broader view of the employee's performance based on the
impact of relationships with key stakeholders. This information is
then incorporated into that person's performance review
 PERFORMANCE APPRAISAL OF INFOSYS

Infosys has three tracks for its performance appraisal system. They are:

Track 1:
The first track deals with review of performance relying on feedback and
tasks on technical/ personality competencies. Infosys is moving to a role
based structure and competencies for each of the roles with standard
expected levels of behaviors. Training needs are derived based on the tasks
evaluations and competency feedback.
Track 2:
The second track is the senior management appraisal. People in managerial roles
undergo this annually. Here the employee fills up a self appraisal form and carries
it forward to a panel of discussion. The panel includes:

i. The head of the department.

ii. The immediate supervisor of the appraise.
iii. Senior management personals from another department.
iv. Promotions are decided on the basis of their review

Track 3:
360 degree appraisal constitutes the third track. This has been happening over the
last 3 years for all departments and practice units. Levels covered include the head
of delivery, heads of departments/practice units, all the people who report to the
heads and all others holding leadership positions in the organization.
 PERFORMANCE APPRAISAL OF TATA CONSULTANCY
SERVICE

TCS conducts two appraisals: 1. At the end of the year 2. At the end of a
project.
Appraisals are based on Balanced Scorecard, which tracks the
achievement of employees on the basis of targets at four levels

1. Financial perspective - contribution in terms of revenue growth, cost

reduction and improved asset utilization.
2. Customer perspective - Looks at the differentiating value proposition
offered by the employee.
3. Internal perspective -Refers to the employee’s contribution in creating
and sustaining value.
4. Learning and growth - are self-explanatory.