Performance

Appraisal
at Wipro
 Wipro
Wipro started as a edible oil producer in 1947 from an old mill
founded by Azim Premji's father under the name Western India
Vegetable Products
Chairman- Azim H Premji
In 1977 it entered the IT segment.
Third largest IT services company in India
First Indian company to adopt Six Sigma
3rd Best HR Management company in India
Employees- 97250 as on November 2008
 HR POLICIES at Wipro
 Manpower Planning
Internal & External Recruitment
Intensive Training & Development
Performance Appraisal
Promotion, Transfer, & Demotion
Job Rotation
Grievance Handling
Welfare Activities
Wipro Employee Stock Option Plan (WESOP) allows employees to
share in the companies success
Performance Appraisal
Performance appraisal is the process of measuring and
improving the actual performance of the employee and the
future potential of the employee.

Performance appraisal is a systematic way of reviewing and

assessing the performance of an employee during a given
period of time and planning for his future.
 The Appraisers in
Performance Appraisal
Self Appraisal

Supervisors

Customers/Clien
Peers
ts
 360 Degree Performance
Appraisal System
•360 degree feedback, also known as 'multi-rater feedback', is the most comprehensive
appraisal where the feedback about the employees’ performance comes from all the sources
that come in contact with the employee on his job. 

•360 degree respondents for an employee can be his/her peers, managers (i.e. superior),
subordinates, team members, customers, suppliers/ vendors - anyone who comes into
contact with the employee and can provide valuable insights and information or feedback
regarding the "on-the-job" performance of the employee.
 Objectives Of
Performance appraisal
Setting targets and goals as performance standards
To review the performance of the employees over a given period of
time
Identifying training and development needs
Rewarding performance
Improving performance
To strengthen the relationship and communication between
superior – subordinates and management – employees
To reduce the grievances of the employees
 Advantages
To the individual: To the team:
Helps individuals to understand Increases communication
Higher levels of trust
how others perceive them.  Better team environment
Uncover blind spots  Supports teamwork
Quantifiable data on soft skills Increased team effectiveness

To the organization:
Reinforced corporate culture by linking
survey items to organizational leadership
competencies and company values
Better career development for employees 
Promote from within 
Improves customer service by involving
them
Problems
It is the most costly and time consuming type of appraisal.

These programs tend to be somewhat shocking to managers

at first. Amoco's Bill Clover described this as the "SARAH
reaction: Shock, Anger, Rejection, Acceptance, Help".

The problems may arise with subordinate assessments where

employees desire to “get the boss” or may alternatively
“scratch the back” of a manager for expected future favors.

The organization implementing this type of performance

appraisal must clearly define the mission and the scope of
the appraisal. Otherwise it might prove counter productive.
 Important factors in 360
degree feedbacks
According to Mr. Pratik Kumar.

The mission and the objective of the

feedback must be clear.
Employees must be involved.
Resources must be dedicated to the
process, including top management's
time.
Confidentiality must be assured.
The organization, especially top
management, must be committed to the
program. Pratik Kumar Corporate
VP HR, Wipro
Technologies Limited.
 Conclusion
360 is gaining popularity with many managers and
employees.
New way of addressing the performance issue.
Employees will feel that they're being treated fairly.
Supervisors will feel the relief of no longer carrying
the full burden of assessing subordinate performance.
The combined effect of these outcomes should result in
increased motivation, which in turn improves
performance.
PRESENTATION BROUGHT TO YOU BY
Shahul Hameed
Shubham Jain
Hadish Hanif
Deepak Singh
Vinaya V
.