PERFORMANCE MANAGEMENT SYSTEM

INTERNAL COMPONENT I

TOPIC: PERFORMANCE MANAGEMENT IN

ACCENTURE

NAME: Venika Malik

PRN: 15021021144
BATCH: 2015-18

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 ACCENTURE

Mission: To help our clients become high-performance businesses and

governments.
Vision: To become one of the world's leading companies, bringing innovations to
improve the way the world works and lives.

COMPANY DESCRIPTION

Accenture is a global management consulting, technology services and

outsourcing company, committed to delivering innovation

Accenture is a global management consulting, technology services and outsourcing company.

Combining unparalleled experience, comprehensive capabilities across all industries and
business functions, and extensive research on the worlds most successful companies, Accenture
collaborates with clients to help them become high-performance businesses and governments.
With more than 186,000 people serving clients in over 120 countries, the company generated net
revenues of US$23.39 billion for the fiscal year ended Aug. 31, 2008.

Our "high performance business" strategy builds on our expertise in consulting, technology and
outsourcing to help clients perform at the highest levels so they can create sustainable value for
their customers and shareholders. Using our industry knowledge, service-offering expertise and
technology capabilities, we identify new business and technology trends and develop solutions to
help clients around the world:

Enter new markets.

Increase revenues in existing markets.
Improve operational performance.
Deliver their products and services more effectively and efficiently.

We have extensive relationships with the world's leading companies and governments and work
with organizations of all sizesincluding 96 of the Fortune Global 100 and more than three
quarters of the Fortune Global 500. Our commitment to client satisfaction strengthens and
extends our relationships. For example, of our top 100 clients in fiscal year 2008, based on
revenue, 99 have been clients for at least five years and 87 have been clients for at least 10 years.

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 Among the many strengths that distinguish Accenture in the marketplace are their:

Extensive industry expertise.

Broad and evolving service offerings.
Expertise in business transformation outsourcing.
History of technology innovation and implementation, including our research and
development capabilities, on which we spend approximately $300 million annually.
Commitment to the long-term development of our employees.
Proven and experienced management team.

Our Core Values have shaped the culture and defined the character of our company, guiding how
we behave and make decisions:

Stewardship: Building a heritage for future generations, acting with an owner mentality,
developing people everywhere we are, and meeting our commitments to all internal and
external stakeholders.

Best People: Attracting and developing the best talent for our business, stretching our
people and developing a "can do" attitude.

Client Value Creation: Improving our clients' business performance, creating long-term,
win-win relationships and focusing on execution excellence.

One Global Network: Mobilizing the power of teaming to deliver consistently

exceptional service to our clients anywhere in the world.

Respect for the Individual: Valuing diversity, ensuring an interesting and inclusive
environment, and treating people as we would like to be treated ourselves.

Integrity: Inspiring trust by taking responsibility, acting ethically, and encouraging

honest and open debate.

By enhancing our consulting and outsourcing expertise with alliances and other capabilities, we
help move clients forward in every part of their businesses, from strategic planning to day-to-day
operations. With more than 186,000 people in 52 countries, deep industry and business process
expertise, broad global resources and a proven track record, Accenture can mobilize the right
people, skills and technologies to help clients improve their performance.

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PERFORMANCE APPRAISAL

Performance appraisal is the process of obtaining, analyzing and recording information

about the relative worth of an employee. The focus of the performance appraisal is
measuring and improving the actual performance of the employee and also the future
potential of the employee. Its aim is to measure what an employee does.

According to Flippo, a prominent personality in the field of Human resources,

performance appraisal is the systematic, periodic and an impartial rating of an employees
excellence in the matters pertaining to his present job and his potential for a better job."
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.

PROCESS OF PERFORMANCE APPRAISAL

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PREREQUISITES OF PERFORMANCE APPRAISAL

The essentials of an effective performance system are as follows:

Documentation means continuous noting and documenting the performance. It

also helps the evaluators to give a proof and the basis of their ratings.

Standards / Goals the standards set should be clear, easy to understand,

achievable, motivating, time bound and measurable.

Practical and simple format - The appraisal format should be simple, clear, fair
and objective. Long and complicated formats are time consuming, difficult to
understand, and do not elicit much useful information.

Evaluation technique An appropriate evaluation technique should be selected;

the appraisal system should be performance based and uniform. The criteria for
evaluation should be based on observable and measurable characteristics of the
behavior of the employee.

Communication Communication is an indispensable part of the Performance

appraisal process. The desired behavior or the expected results should be
communicated to the employees as well as the evaluators. Communication also plays
an important role in the review or feedback meeting. Open communication system

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 motivates the employees to actively participate in the appraisal process.

Feedback The purpose of the feedback should be developmental rather than

judgmental. To maintain its utility, timely feedback should be provided to the
employees and the manner of giving feedback should be such that it should have a
motivating effect on the employees future performance.

Personal Bias Interpersonal relationships can influence the evaluation and the
decisions in the performance appraisal process. Therefore, the evaluators should be
trained to carry out the processes of appraisals without personal bias and effectively.

PURPOSE OF PERFORMANCE APPRAISAL

Performance Appraisal is being practiced in 90% of the organizations worldwide. Self-

appraisal and potential appraisal also form a part of the performance appraisal processes.

Typically, Performance Appraisal is aimed at:

review the performance of the employees over a given period of time.

judge the gap between the actual and the desired performance.

help the management in exercising organizational control.

diagnose the training and development needs of the future.

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 Objective setting
What is the purpose of objective setting?
To ensure that individuals understand their role and responsibilities (and how it fits into the
wider WEF organization)
Transparency of expectations between an individual and their manager

How should objectives be set?

Objectives should be mutually agreed between an individual and his or her manager.
Focus on quality and on results - not activity
Ensure a balanced perspective reflect all aspects of the job (e.g. # of participants at a
summit, satisfaction of team members being managed, # of new relationships in x industry
formed)
Reinforce desired behaviors & WEF culture
Prioritize - limit number to key objectives
Provide reasonable challenge to the individual

A negative relationship between locus of control and self-appraisal is predicted

Individuals who believe that they are determining their own behavior are less likely to evaluate
their behavior negatively since it would reflect badly on them. On the other hand, those who do
not believe that they determine their own behavior are more likely to perceive their behavior as
negative (since it was out of their control anyway and they do not perceive that it reflects on
them). This explanation is related to the self-serving bias which predicts that individuals are
more likely to take credit for an apparent success than they are for an apparent failure.

One positive point of this appraisal form is-

Job description and performance appraisal correlate as here the objectives and tasks are set and
written by the supervisor and then the appraisal form is transferred to employee. It helps in
Establishing and maintaining a direct relationship between the job description and
the performance-appraisal form helps keep them and their employees focused on the same set of
job expectations throughout the performance-appraisal process.

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BENEFITS AN USES FOR MANAGERS

Lets start with how performance appraisals benefit managers. First, they will be able to make
the best use of theirs employees abilities by becoming more aware of each persons strengths
and areas requiring improvement. Second, they can isolate a typical employee behavior and
performance; that is, they can identify outstanding performers and provide them with additional
incentives and more challenging work assignments. They can also spot marginal performers and
give them greater guidance and direction. Third, performance appraisals help them become
introspective and determine whether they are doing their job as a manager: They Ask
themselves: Am I available for questions? Am I clear in my expectations? The answers to these
and other questions will improve overall employer-employee relations. Finally, once employee
skill levels are properly identified and they have determined whether they are functioning
effectively as a manager, they can focus more fully on developing their own career goals.

BENEFITS AND USES FOR EMPLOYEES

During the review process, managers typically clarify areas of responsibilities. These benefits
employees by ensuring a mutual understanding of the scope and nature of their job, negating the
likelihood of hearing them say, I didnt know I was expected to do that! Employees also learn
how well they have been performing in relation to their areas of responsibility. This can lead to a
discussion of helpful training opportunities, as well as a dialogue about future goals and career
development. The performance-appraisal process additionally affords employees a chance to
express openly their views and concerns about anything work-related.

BENEFITS AND USES FOR ORGANIZATION

Performance-appraisal systems can help protect organizations against discrimination allegations

by providing an element of consistency; that is, ensuring that all similarly classified employees
are evaluated based on the same criteria. In addition, performance appraisals reveal employee
aspirations and career-development plans, thereby allowing organizations to determine whether
there is sufficient alignment between their strategic goals and employee goals. Furthermore, data
are furnished to help establish equitable and competitive salary-administration programs. Future
training and development needs are also identified.

The most effective performance-appraisal programs are those that are beneficial to managers,
employees, and the organization as a whole.