The Urgent Order

Section C : Group Number 8

Madhurima Bhattacharya H16146

Nikhil Srivastva H16151

Shuchi Singh H16169

Utkarsha Srivastava H16179


SITUATION ANALYSIS

Performance Management System

at HMC
Supervisory and Technical
Workers PI based
Employees KRA and
evaluation
potential based evaluation
Relative
Outdated No
grading Parameters Quality
Subjectivity values of incentive
with respect used for factor is not
in potential standard for non-
to the normalizatio accounted
evaluation hours for standard
benchmarke n for
tasks tasks
d employee
 PROBLEM STATEMENT
STATEMENT

The appraisal system for the supervisory staff and technical engineers is
benchmark-based, and hence the basis PI is variable causing dissatisfaction among
this strata. Whereas, the workers appraisal system is based on 20-years ago time-
motion analysis, and thus causing uneven distribution of wages vis--vis the
technical staff.
 CRITERIA
Effect On Employee Cost
relations Effectiveness
02
Cost Saving
01 Clearly defined
accountability
framework of all the

employees
Effect on operations

The effectiveness of a
03 certain alternative in
terms of the success of
the project
 CRITERIA & ALTERNATIVES
EVALUATION
Effect on employee
Alternatives/Criteria Cost Effectiveness Effect on operations
relations

Decline- Potential TU
Change in standard hours for Improve- Better
conflict- as bonus No effect on
workers based on updated TM exploitation of
analysis earnings will be less efficiency as such
man hours
for same effort
Improve- as
Supervisors PMA based on
employees are No effect as
standard rating rang, no No effect
normalization resenting the such
current system
Not cost
effective, we
Status Quo As it is- peaceful No effect
are losing out
on man-hours
 DECISION

To change the PI for Supervisory & Technical staff

from current benchmark-based-normalization to
a system where certain rating ranges are
constant on which they will be given grades, and
thus
e.g.,
compensated

Rating Compensation
0-1 X
1-2 Y