www.peopleandmanagement.com
PERFORMANCE
REBOUND
DEVELOPMENT
GAMBLING
INTEGRATING
VALUES
The Performance
Management System
at Feedback Electricity
Distribution Company
(FEDCO) has been designed to
integrate the company’s core
values as a part of the process
and build a value-centric
culture. It lays emphasis on the
fact that apart from the need to
excel in their performance and
show desired competencies, the
employees also need to exhibit
behaviour which reinforce
the company values and
mission. Thus, while scoring
performance appraisals, a 10
percent weightage has been
allotted for behaviour that
advocates the core values.
Mahindra Insurance
Brokers has a robust
performance management
system wherein employees
who were unable to meet
minimum performance
expectations are put in
Performance Improvement
Plan. ‘Magnifi cent Comeback’
is a unique initiative to reward
the positive change and
recognise employees who have
shown signifi cant improvement
in their performance during
the program. In this period,
the manager handholds
the employee and provides
adequate resources for them to
perform better. This way, the
employees get a second chance
to show their calibre and a
morale boost to perform better.
Aristocrat Technologies
has a practice of sending a
few employees abroad every
quarter to gain a live casino
experience on the products
built by their company.
Selected employees from each
department travel to Macau
for a 3 day-2 night tour while
staying in a 7-star hotel, and
are given $700 to gamble on
machines and games built
by Aristocrat. This real-time
understanding of the product
cannot be replicated easily
and seeks to cover 40-45
employees per year. Being a
great development opportunity,
the individual is acquiring
practical knowledge of the
business output while also
gaining the experience of a
lifetime.
Vol. 9 Issue 6 • Sep-Oct 2018, Noida / Pre-Event Edition |
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