95 Piloting a structured continuous feedback mechanism within the R&D function In order to encourage more regular dialogue with our employees, we have begun a more structured continuous feedback mechanism within the R&D function with the intent of extending it to other functions as well. On a monthly basis, employees update their goal progress in the journal. Reporting managers can also view the journal entries and provide supporting comments on the same. Managers also have an option of giving feedback through the Continuous Feedback option available in the platform. These two features help in recording more real time details on employee performance, and thus minimize disconnect during the annual appraisal review. This mechanism also helps managers intervene or support an employee more promptly and correct the course of action. Performance management framework PMS process Objective Setting (April-June) Final results (June) Mid-year appraisal (Oct- Dec) Annual appraisal (Mar-May) 1. 4. 2. 3. We have a robust Performance Management Framework in place that facilitates employee development and talent management. The entire Performance Management System (PMS) is executed through an online platform. The organizational goals are converted to business unit, team and individual goals. Transparency is maintained through this process and business unit/function head goals are shared with the team and individual goals are reviewed with the respective managers. A mid-year appraisal allows for a revaluation of goals and progress. A ‘journal’ option within the PMS module, allows the employee to update progress of each goal and is also visible to the manager for tracking and timely feedback. The assessment period ends with an annual appraisal to review the employee’s performance, provide constructive feedback and identify developmental needs. In addition to the formal assessment framework, managers are encouraged to have periodic one-on-one discussions with their reportees. To support this, we have an online continuous two-way feedback mechanism. These discussions help Saimers to understand and compare their potential and current performance levels. The performance management process is linked to other processes in the organization such as compensation, talent and career management. Compensation and benefits + Talent development
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