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Topic: Performance
measurement system ofMarkets and Markets
Submitted by:PriyankaKritika Jamwal Jyoti SharmaAkriti
Kathait
Ashish Kumar
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PerformanceMeasurementPerformance measurement is the
process whereby an organizationestablishes the parameters
withinwhich programs, investments, andacquisitions are reaching the
desired
results.
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Appraisal
Performance appraisal is a
method of evaluating thebehavior of employees in thework spot,
normally including
both the qualitative &quantitative aspect of
obperformance.
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!
Markets and Markets ,Magarpatta cyber city
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History
• "andeep "ugla started his ourney as an entrepreneur in#$$% in
the small town of "olapur, with a modest internetcafe that he had
to shut down soon.
• oday, he earns millions of dollars helping 'ortune
())
companies identify new revenue pockets throughhis market
research and consulting *rm +arkets and+arkets.
• he Punebased research company, set up in 2)#), tracks
#)industries including medical devices,
biotechnology,pharmaceuticals, semiconductor and electronics and -
andhealthcare, and produces full length strategically
analysedreports for each of these verticals.
• +ost of its clients are based in the nited "tates,
/urope,0orea, 1hina and apan
(
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• +&+ is a full service market research company and
consulting*rm that produces #2)) highlevel, strategically analyzed,
fulllength reports a year, tracking more than #) industries.
• +&+ plans to launch industrywise and countrywise
markettracker reports for all the verticals we track.
• This intelligence database comprising about !""""reports a
year will form one of the world#s largestbusiness intelligence
resources$
• +&+ has e3ectively used technology to automate
themanagement of large and comple4 market data tables and
forecasts.
• 5e, at +&+, aspire to assist our clients achieve
sustainablegrowth by providing incisive business insight into
theirrespective markets.
6
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research e4pertise spans across
domains such as7
• Pharmaceuticals
• /nergy and Power
• 8iotechnology
• 'ood and 8everage
• 1hemicals
• +edical 9evices
• :dvanced +aterials
• "emiconductor and /lectronics
• -ndustrial :utomation
• elecom and -
• 1onsumer ;oods
• :utomotive and ransportation
• 8anking & 'inancial "ervices
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Arganization "tructure of +arkets and+arkets
CEO
Sales - VP
Outbound
- AVP
Sr.Manager
AM/IAM
Sr. BDE
BDE
Inbound -
AVP
Sr.Manager
AM/IAM
Sr. BDE
BDE
Research -VP
AVP
Sr. Analyst
Analyst
Sr.ResearchAssocate
ResearchAssocate
Su!!ort
"R #nance I$ Ad%n
#)
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##
Performance MeasurementStages of Markets * Markets$
"tage #:nnual
Performance Beview
"tage 2
Planperformanc
e for theyear
"tage =Beward andBecognition
"tage !+idtermBeview
•Assess results
•Pre!are current
year
de&elo!%ent
!lan
•Set 'RAs
•#nal(e
current year
De&elo!%ent
!lan
•Per)or%anceDln*ed !ay
•Recogn(e $o!
Per)or%ers
•Beview
results•1ompetencydevelopment plan
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#2
+imensions of Performance
0ey resultarea E=
1ompetencies weightage
6)F
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#=
Performance Review Objectives
owner: administrative manager
Per)or%ance Del&ery and Results Re&e+
• $o assess !rogress on ,hat - Busness Results
• $o assess !rogress on ,"o+ - Sel)/ Peo!le De&elo!%ent
and
Co%!etences• $o clar)y the actons to be ta*en net year to %a%(e
!er)or%ance.
Per)or%ance De&elo!%ent Coachng
• $o re&e+ !rogress on Per)or%ance De&elo!%ent Plan )or
'RA01'RA 2 and Co%!etences
• $o credt and co%!l%ent good !rogress• $o coach Assocates so
that he / she can %a%(e !er)or%ance
)ollo+ng 3ear
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#!
Recogn(e $o! Per)or%ers
• $o recogn(e and !ro&de !ost&e )eedbac* to $o!
Per)or%ers toensure they are %ot&ated and also challenged /
stretched to enhancether gro+th
Per)or%ance I%!ro&e%ent Plannng
• $o re&e+ status o) Botto% Per)or%ers already under PIP and
ta*ea!!ro!rate actons.
• $o !re!are Per)or%ance I%!ro&e%ent Plan )or
ne+ly-dent)edBotto% Per)or%ers.
Performance Review Objectives (Cont’d)
owner: administrative manager
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#(
"tep #7 :ssociate"elf :ssessment
"tep 2 7 :dminmanager
:ssessment &:lignment with
'unctional +anager
"tep =7Performance
Beview 9iscussion
"tep ! 71alibrationmeetings
"tep ( 7 Bating1ommunication ,Plan 0B: for ne4t
year.
Steps in the performance re,iew
process
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#6
Performance Appraisalof markets andmarkets$
+:B0/" :>9 +:B0/" performanceappraisal is annually. hey
appraise theemployee due to their performance aboutgoals of the
organization. hey set the goalsat the start of the year and tell
the employees
about the goal if the employees achieve thisgoal they appraise
the employees.
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#%
Define the job:
Means making sure that you and your sub ordinate
agree on his or her duties and job standard.
Appraise the performance:Means comparing your subordinate's
actual
performance to the standards that have been set.
Provide the feedback:Means discuss the subordinate performance
and
progress, and make plans for any development
required.
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#$
TalentStrategy
TalentAssessme
nt *Segmenta
tion
+i3erentiated /eward
*+e,elopme
nt.nter,entio
ns
5hat is the big pictureC Processes that are going toenable
them
Gow are they going toe4ecuteC
1losely :ligned to 8usiness "trategy
+easurement 9riven
Performance Management System andAppraisal
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2)
• Bole /4pansion
• :ssignments to work on BegionalH>ational issue
taskforce.• "ponsorship to conferences, and visits to other
countries Ion rare occasionsJ.
• :dvanced @earning and 9evelopment Apportunities
• :ppreciation @etter H 1erti*cates
• Becognition for accomplishments HA/ 1erti*cation etc.
etc through 8ottling G8 H 'orumH 8uzz
• 9i3erentiated 1ompensation
Recogniing ! "anaging #op Performers
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2#
• 8uild on their "trengths. Gelp them leverage what they are
best at.
• -dentify critical tasks for which performance needs to be
enhanced
• 1reate a 9evelopment :ction Plan to enhance performance
on critical tasks
• :ssign Proects to utilize their skills & build
con*dence
• 1hallenge with appropriate stretch obectives to enable
peak
performance
• 'acilitate problemsolving so barriers to performance are
removed
• /ncourage progress and recognize contribution
Accelerating Performance of Solid Performers
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2=
•nflation rate factor
•
Market potential !what of individuals worth according tohis"her
e#pertise, job e#perience etc.$
•Matching with his"her presence career path
•
%ersonal development of an individual
•&ales rewards
Main parameters used as a base of reward system
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(early 4asis•mployee salary increment•(rade )ump•
*esignation change• +nnual incentive %lan !+%$ !for
business performance, but fi#ed$•%ersonal %rogress report !%%$
!+nnual +ppraisal$
Monthly 4asis• Making the move !M-M, sales target
achieve$
•Monthly turn hall !e#traordinary performance$
5uarterly 4asis•mployee of the uarter !/, non sales$•
&ales *angle conte#t
#%pes of Rewards of "AR&'#
AD "AR&'#
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/ecommendation
Appraisal system is an e3ectivetechnique to support and
change cultureof the organization optimisticallyM it wouldonly be
possible if the system is equal forall employees of organization.
herefore,company?s management should utilize
this system to all employees so as toincrease e3ectiveness and
productivity.
