Group 4 tsl alignment with pms
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This document summarizes a group project by 5 students. It lists the group members and discusses the strengths and weaknesses of an employee appraisal system. The strengths include recent inclusion of 360 degree feedback, aligning employee KRAs with organizational objectives, a transparent talent review process, an appeal system, and incentive pay tied to company performance. Weaknesses include the lack of a self-rating system and potential biases in ratings from effects like recency, halo, and mirror effects. Ratings also tend toward central tendency on the limited pointer scale.
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Group 4 tsl alignment with pms
- 1. Group 4 Amit Prakash (CGT21002) Dipanjan Sengupta (CGT21005) Indranil Ghosh (CGT21006) Mohd. Zinhar Uddin (CGT21010) Bhargav Sri Dhavala (CGT21027)
- 2. Individual KRA’s & respective KPIs are organized in line with Functional Manager and Administrative Manager. Defining the employee’s goal with organizational goal. •Enables the appraisee to identify the training needs •Assigning challenging but doable goals.
- 3. WEAKNESS . STRENGTHS • Recent inclusion of 360 degree feedback. • KRAs aligned with organization’s objective. • Transparent talent review process. • Appeal system • Incentive pay aligned with overall company’s performance. • Training program in line with individual’s competency. • No self rating system • Bias present in form of Recency effect, Halo effect and Mirror Effect • Rating is done mostly in form of Central Tendency. • Pointer scale only available from 2-6 (1 is generally not given). • Rating mostly depends on Leader Manager Exchange Theory
- 4. THANK YOU