Performance Appraisal and Management- Analysis of Performance Management at Streebo.

Submitted To:Zara Islam

Course InstructorPerformance Appraisal and Management (HRM 511)

IoBM-CBM

Submitted By:Ramsha-ul-Ain

Khushnam KaranjiaImad Zaid

Faiza AhmedSyeda Neha Khalid

Date: 19th April’ 2015

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LETTER OF ACKNOWLEDGEMENT

We would like to express our whole hearted thanks to Almighty Allah by whose grace and

blessings we have the knowledge; insight and opportunity to this complete this report.

Most importantly, we are grateful to our instructor, Ms. Zara Islam whose continuous support,

faith and cooperation contributed significantly towards the completion of this report.

We would especially like to thank:

Mr. Shafique ur Rehman (HR Executive, Streebo)

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Table of Contents

OUR COMPANY: BCG SOLUTIONS........................................................................................................3

COMPANY PROFILE.............................................................................................................................3

CONSULTANT INTRODUCTION...........................................................................................................2

Ramsha-ul-Ain.....................................................................................................................................2

Khushnam Karanjia.............................................................................................................................2

Imad Zaid............................................................................................................................................2

Faiza Ahmed........................................................................................................................................2

Syeda Neha Khalid..............................................................................................................................2

SELECTED ORGANIZATION: STREEBO..................................................................................................3

Company Profile......................................................................................................................................3

Business Philosophy................................................................................................................................4

Vision.......................................................................................................................................................4

Mission....................................................................................................................................................4

ORGANIZATIONAL CHART...................................................................................................................5

HUMAN RESOURCE AT STREEBO.......................................................................................................6

1) Recruitment and Selection...........................................................................................................6

2) Salary and Compensation............................................................................................................8

3) Training and Development........................................................................................................10

4) Employee Separation and Full and Final Settlement.................................................................10

PERFORMANCE MANAGEMENT SYSTEM AT STREEBO.................................................................11

Appraisal Process..............................................................................................................................11

Method of Appraisal at Streebo.........................................................................................................11

Evaluation Form................................................................................................................................13

Feedback and Guidance....................................................................................................................15

Outcomes of Appraisal Utilize...........................................................................................................16

AREAS FOR IMPROVEMENT..............................................................................................................16

PROPOSED PERFORMAMCE MANAGEMENT SYSTEM..................................................................16

CONCLUSION......................................................................................................................................16

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OUR COMPANY: BCG SOLUTIONS

COMPANY PROFILE

It is a management consulting firm providing technology services and outsourcing practices.. With a

multi-disciplinary team of professionals we offer a full range of HR services to assist clients in attracting,

retaining, motivating and developing an optimum mix of people. As a group, we also enjoy technology

partnerships with Oracle, Microsoft, Sybase and SSA Global Technologies. Our core specialty areas

include:

Actuarial & Insurance Consulting

Human Resources Consulting

Business Systems Consulting

Information Solutions & Services

Software development has one of the major practice areas for BCG Solutions and forms a major part of

our workforce. We maintain dedicated development and support teams on different computing platforms

which include: Microsoft Technologies, Java, PowerBuilder, Web Based Application Development, and

Oracle & AS/400.

The core functions of BCG Human Resource Department are:

o Assessments & Psychometric Testing : The Company offers different combinations of

assessment services to cater to specific client needs, based on their unique requirements.

o Executive Search : BCG Solutions maintains a comprehensive database of job seekers, which is

regularly updated to ensure availability of suitable potential candidates to meet urgent requirements.

o Training and Development : The Company’s Training and Development Programs focus on

enhancing the skills, competencies, and knowledge of human capital deployed in client organizations

through in-house and open audience workshops and programs.

o Compensation and Reward Management : To assist clients in ensuring that clients’

compensation structures and practices are consistent with market norms and trends and are internally

consistent across functions and at various hierarchical levels.

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CONSULTANT INTRODUCTION

Ramsha-ul-Ain

Khushnam Karanjia

Imad Zaid

Faiza Ahmed

Syeda Neha Khalid

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SELECTED ORGANIZATION: STREEBO

Company Profile

Streebo is an IBM Business Partner and a global provider of technology automated solutions. It partners

with its clients to streamline complex business processes and applies software automation techniques to

rapidly assemble business solutions. Using the automated solutions their clients achieve efficiencies to

scale and this allows them to rapidly respond to their ever changing business needs.

Their key differentiator is their radically different approach towards delivering technology solutions.

Leveraging tools that employ Parametric Modeling and Software Automation, Streebo "assembles"

solutions. Rather than employing an army of programmers to manually code applications on never-ending

services projects, Streebo uses off-the-shelf pre-fabricated components to rapidly deliver customized and

personalized solutions that will respond to changes in their business.

Streebo works with unique customers in a variety of industries. Streebo is a premier provider of Business

Intelligence Consulting and Support Services and is a Kalido business partner. Their leadership team has

worked with several Fortune 500 customers in bringing Business Intelligence projects to life. They

partner with various BI vendors in providing an end-to-end solution to custom fit client’s needs. Some of

their customers are Deloitte, Honda, Citibank, Saint-Gobain etc.

Streebo has partnered with Kalido to provide data warehousing

and master data management consulting and solutions built on top of Kalido's leading edge platforms.

Another area which we focus on is the Information Management domain.

Streebo is a premier provider of Portal Development and Services for the IBM Web sphere Portal

Platform. Their combined team has over four decades of Portal and Portlet Development and they are

constantly engaged by their customers as experts at taking on complex technical challenges. They have

worked with IBM and others to create Portlets that integrate with varying content management platforms

such as Web sphere Content Management, FileNet, Interwoven and others.

 

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Business Philosophy

Streebo business philosophy is based on the importance of relationships and a relentless search for greater

accomplishments. At Streebo, they never lose sight of commitment to fulfilling the needs of each client,

building a long-term, mutually beneficial relationship on that foundation. They have adopted state-of-the-

art tools, technologies and methodologies to provide hi-tech and high quality solutions for their clients.

They can advise and explore new and exciting possibilities for their customers that can help them to

optimize their investments and achieve the bottom line: RESULTS!

Vision

To be the ‘Number 1 IT Employer in Pakistan’; by developing true human capital and providing

opportunities for growth, well being and enrichment HR

Mission

To establish the organizational climate in which people have the competency and commitment to serve

the internal and external customers with complete satisfaction, thus leading to an empowered, responsive

and competent organization

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ORGANIZATIONAL CHART

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HUMAN RESOURCE AT STREEBO

The Human Resource department at Streebo is focused towards becoming a strategic partner in attaining

organizational objectives by providing value added services to its staff members and developing them to

meet future operational challenges.

1) Recruitment and Selection

The purpose is to attract, recruit and retain employees of the highest caliber on merit, by ensuring equal

employment opportunity, transparency in process and procedure leading towards continuous

improvement and development. Equal employment opportunity means providing a workplace where they

do not discriminate on the basis of race, color, religion, gender, or physical disability.

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The requirement for any hiring is identified by concerned Resource Manager. The request for new hiring

is communicated to HR along with a properly constructed scorecard that comprises of three elements

which help set expectations for the new hires;

Mission: Summary of job’s core purpose in order to understand the reason of hiring someone

Outcomes: Describes what a person needs to accomplish in a role.

Competencies: Ensuring organizational fit by evaluating critical role based and cultural

competencies.

Sources of Recruitment

RECRUITMENT DRIVES: The HR Team works on the company presentation; collaborates with

the Liaison Department of the selected University, confirm the date of the presentation, invite

students and promote this event and thoroughly perform the tasks to make this event successful.

Along with presentation, technical tests are conducted. Candidates who successfully clear the tests are

called for the interviews and the hiring process follows accordingly

JOB ADVERTISING: Opened positions are advertised on appropriate networking channels\

university job boards and alumni groups\head hunt \job portals\website career section or social

networking websites to generate an external talent pool.

Selection Process- For Employees

SCREENING OF RESUMES: The résumés received against the positions vacant are scrutinized at

the initial level by the HR personnel and then sent to the position owner for further short listing.

SCREENING INTERVIEW: A telephonic screening interview of the shortlisted candidates is

conducted by the HR Department.

HR INTERVIEW: After successfully clearing the screening interview, the candidate is then called

for HR interview where questions related to career goals, professional behavior, bosses and their

ratings on your performance on 1-10 scale.

FOCUSED INTERVIEW: After clearing the HR interview, the candidate then appears for a

focused interview. This interview is a scorecard based, which allows you to gather additional, specific

information about the candidate. Each interviewer assesses the candidate using the given Candidate

Evaluation Form

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TOP GRADING INTERVIEW: On the basis of the evaluation, the candidate reaches to the final

level for the top grading interview. It’s a chronological walk through of a person’s career. Highs and

lows of a person’s educational experience to gain insight into his/her background.

REFERENCE INTERVIEW : A background reference interview is conducted by the HR

Department, to ensure that candidate has given correct information about him/herself during the

interview process and he/she is a good performer.

CANDIDATES DISCUSSION SESSION : After successful evaluations, a combine discussion with

all the interviewers is arranged before extending the offer to the selected candidate to ensure whether

the candidate is good to offer or any other decision will be taken depending on the mutual consensus

of all the interviewers

OFFER LETTER : One the basis of the consensus, the candidate is extended with the offer

JOINING FORMALITIES : After the acceptance of the offer.

2) Salary and Compensation

The purpose of this policy is to provide adequate compensation package based on capability and potential

of the employees. Details of compensation and benefits are communicated to each staff member at the

time of appointment or any change in their functional grade or update in benefits during the course of

their employment with the company. Any revision or update in compensation or benefits of the staff

members is subject to the Managing Partner approval.

SALARY: Salary scale is established for each level of job within the organization and is controlled

by Human Resource Department. All compensation and benefits related information including salary,

bonus and other payments are strictly confidential and must not be shared with anyone within or

outside the company.

PAYOUTS: All permanent/ contract/ temporary staff members will be paid fortnightly. The salary/

fee /stipend paid to staff members will be subject to income tax deduction as per local applicable

laws.

INCREMEMTS: Salaries are reviewed on an annual basis and are effective from January 1st of each

year. Salary increments are made on the basis of employee conduct and performance during the year.

Employees who have served 3 months or more will be considered for salary reviews at the time of

Performance Appraisal

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SEMI ANNUAL BONUS: All permanent employees shall receive bonus as per their entitled bonus

percentage, calculated on the basis of your monthly compensation and will be paid on semiannual

basis.

MEDICAL COVERAGE:

MANAGEMENT PLAN

Benefits Limits

Hospitalization Expense Benefit including Room & Board Expense (per annum) Rs. 150,000

Maternity Coverage (Normal) Rs. 50,000

Maternity Coverage (Caesarian) Rs. 80,000

CORPORATE MEMBERSHIP: Employees can apply to avail the corporate membership of Regent

Plaza through submitting duly filled Health/ Sports Club Membership form in HR department before 25th

of any month.  

CORPORATE MEMBERSHIP- REGENT PLAZA

Regent Plaza Company Contribution Employee Contribution

FacilitiesAnnual

Membership Fees (Rs.)

Annual Company

Contribution (Rs.)

Monthly Company

Contribution (Rs.)

Annual Employee

Contribution (Rs.)

Monthly Employee

Contribution for 11 months

 (Rs.)

Squash, table tennis, snooker, swimming pool, gym, sauna, Jacuzzi and shower/changing room Timings: 7 am till 11 pm Days: 7 days a week

40,000 18,000 1,500 22,000* 2,000*

Apart from these employees are given accordingly:

Fuel Entitlement

Cell Phone Allowance

Laptop

Travel Allowance

Office Meals

Home DSL

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3) Training and Development

The company’s Training and Development Programs focus on enhancing the skills, competencies, and

knowledge of human capital deployed in organizations through in-house and open audience workshops

and programs. A training calendar for the year is prepared offering a variety of open-audience workshops.

4) Employee Separation and Full and Final Settlement

An employee who wishes to resign from the services of the company will be required to give one

month notice period as stated in the Employment Contract.

He will be eligible to all the benefits at the time of separation as per pro rata basis only when his/ her

resignation is accepted by the Management

The employee shall be required to provide clearance from all the departments on the Clearance Form

with honest suggestions about the company and the employees on the Exit Interview Form

Full and final settlement is disbursed to the employee after 30 days of the leaving date along with the

experience letter. In case an employee wants to be relieved early before completion of his/ her

specific notice period, notice pay is deducted from the final settlement amount accordingly

Termination of services are made due to unsatisfactory performance, disciplinary action, layoffs due

to rightsizing and cases which effects the productivity of the organization directly

In case of termination, the company reserves the right to terminate the employee on the very same

day.

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PERFORMANCE MANAGEMENT SYSTEM AT STREEBO

The purpose of performance management system at Streebo is to establish a shared understanding

between employee and supervisor about what is to be achieved and how it is to be achieved. It is a

continuous improvement process which defines, develops, reviews, recognizes and rewards performance

supporting the individual and the entire organization.

Appraisal Process

The performance appraisal process starts at the end of the calendar year and is conducted annually.

The evaluation takes place in a transparent manner that is everyone is treated equally and policies and

laws are same for everyone.

The evaluation is done through promoting healthy dialogue between the employee and his supervisor

regarding the performance feedback.

After the appraisal, the rating form is submitted to the Human Resource Department and the Practice

Head finalizes the increments, promotion or salary increase etc.

HR then provides appraisal letters to the employees for their review.

Method of Appraisal at Streebo

360 Degree performance appraisal feedback is being implemented

to get a well-rounded perspective on the performance of an

employee’s work and core behavior competencies. Feedback from

the following dimensions is solicited.

Self

Supervisor

Peer

Subordinate

The feedback forms include questions that are measured on a rating scale and also ask raters to provide

written comments. The person receiving feedback also fills out a self-rating survey that includes the same

survey questions that others receive in their forms.

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The reason Streebo uses 360 feedback surveys is to get a better understanding of employees strengths and

weaknesses. The 360 feedback system automatically tabulates the results and presents it in a format that

helps the feedback recipient create a development plan. Individual responses are always combined with

responses from other people in the same rater category in order to preserve anonymity and to give the

employee a clear picture of his/her greatest overall strengths and weaknesses.

It measures behaviors and competencies, provide feedback on how others perceive an employee,

addresses skills such as listening, planning, and goal-setting and focuses on subjective areas such as

teamwork, character, and leadership effectiveness.

ASSOCIATE CONSULTANT- IM PRACTICE

Now taking the example of this position and how will he be evaluated.

JOB DESCRIPTION:

Collaborating with a team of IM consultants to engage in world-class technology consulting with

leading enterprises around the globe, creating a "wow" factor and everlasting relationships with

customers

Engaging in self-learning activities to contribute towards personal growth such as certifications,

online courses and book reading

Participating in creating and enhancing processes, standards and other related activities that

contribute towards operational excellence

Utilizing your writing skills in growing knowledge base within the organization such as wiki

(wiki.streebo.com) and blog (www.streebo.com/blog)

REQUIREMENT:

Graduate in Engineering or related discipline

Outstanding in one related technical domain

Have good speaking and writing skills

Have good problem solving and analytical skills

Have a constant drive for learning

Willing to travel on international assignments

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Evaluation Form

MISSION:

To participate in training, support and assisted consulting, with a constant drive for learning and self-

improvement to transform into a Technical Consultant.

POSSIBLE RATING VALUES:

1= Inexistent 2= Partially exists 3 = Fully exists

SCORECARD:

Outcomes Rating & Comments

Acquire training of 1 IM technology within 30 days  

Start providing support in a Managed Services engagement within 90

days

 

Put in at least 1000 billable hours for the first year  

Achieve the KPI score of 75% during the first year  

COMPETENCIES:

Critical Role Based Competencies Rating & Comments

Problem Solving: Good problem solving and analytical skills  

Drive for learning: Engages in self-learning activities on a continual

basis

 

Communication: Good speaking and writing skills  

Technical Skills:  Outstanding in at least one related technical area  

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Flexibility / Adaptability: Adjusts quickly to changing priorities and

conditions. Copes effectively with complexity and change

 

Proactivity: Acts without being told what to do. Brings new ideas to the

company

 

Availability: Availability to work off hours to accommodate global

workforce and timings

 

 

Critical Cultural Based Competencies: Rating & Comments

Customer First: We deliver a WOW customer experience every

single time.

 

Resourcefulness: Everyone is an entrepreneur. We do more

with less. We never say never.

 

Ownership and Commitment: We take initiatives and we

finish. We are steadfast and bound to the purpose of the

organization.

 

Drive: We have a thirst for knowledge and eagerness to learn.  

Empowering Everyone:  We provide an environment where

Streeboites can reach their true potential (by supporting them to

take risks) and pushing individual boundaries

 

Integrity: We always act with honesty and integrity. Always.  

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Feedback and Guidance

Apart from the performance appraisal regular feedback and guidance is given time to time to employees

through various types in order to keep them motivated and on the right track to achieve the individual as

well as organizational goals.

Effective communication is essential to maintain productivity, sustain morale and foster constructive

management - employee relations. Communication is an ongoing process, and Streebo management

promotes an open door policy that encourages employees to provide their views, opinions and

suggestions.

EMPLOYEE - SUPERVISOR COMMUNICATION

Questions and concerns relating to the job activities are first presented to the immediate reporting head /

team lead. Communication between the reporting head and the employee is an ongoing and address

concerns related to job, task, duties and expectations. Supervisors can help employees achieve their

professional goals by providing regular and timely information and career counseling.

INTERNAL TEAM MEETING

All Practice Heads meet with their team members regularly to discuss their ongoing tasks, projects,

milestones, objectives and identify any challenges that may be addressed to enhance staff efficiency and

motivation within their department.

COMPANY MEETING

The Management team holds periodic company meeting with the staff members to provide information

related to business direction, key achievements, and internal announcements and to answer your questions

or concerns.

EMPLOYEE SATISFACTION SURVEY

The Employee Satisfaction Survey is a tool used to obtain insight into employee’s attitudes and opinions

and to enable identification of workplace issues and help resolve them accordingly. The survey helps

management to create a supportive work environment and to enhance morale, encourage and motivate

staff, and to recommend solutions to problems identified.

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MANAGEMENT COMMITTEE MEETING

Management Committee consists of all Practice heads, Resource Manager, COO and CEO. They meet

regularly to discuss ongoing issues and milestones to review and address them for early resolution.

HR WALK-IN

HR department welcomes and encourages all staff members to seek assistance or discussion on any

matter related to them without any prior appointment. Similarly HR Head is available at all times for

seeking career guidance/counseling, training/development needs, suggestion/feedback for improvement,

attend grievances/de-motivators or any other matter pertaining to employees’ motivation and well being.

Outcomes of Appraisal Utilize

AREAS FOR IMPROVEMENT

PROPOSED PERFORMAMCE MANAGEMENT SYSTEM

CONCLUSION

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