53 ....................................................................................................................................................................................................................................................................................................................................................................................................................................................................... Performance management We follow a structured annual cycle starting with goal setting in the month of June, a mid-year review in November and the annual review in April. Through both formal and informal processes, our employees, resources, and systems are aligned to meet the strategic objectives. *The % is calculated on the basis of total employee count at the end of the FY. The cut-off date for inclusion in annual appraisal for a given FY, is 1 Oct of that year. Employees who join after Oct 1, shall be included in appraisal for next FY. Also, employees who are in notice period at the time of performance review are not included in the appraisal. 64% 7% 45% 48% Total employees who received performance review Executive Level (Level 0,A,1) Mid Management (Level 2&3) Top Management (Level 4,5,6) Performance focus Strategic deployment program Performance management works with frequent, honest, open, and effective communication. Daily shift meetings, safety toolbox talks, and after-action reviews help to engage team members and to maintain a focus on doing what matters the most. Another aspect of performance management is its strong link to strategic objectives which we deploy through the Strategic deployment process (SDP) bringing an emphasis on leading performance metrics. • Close co-ordination with CFTs in implementing the strategic plans • Scientific data driven approach in meeting the organization goal • Focused on customer delight and bottom-line impact • Continuous improvement on performance metrics Sai Strategic Plan Department Strategic Plan Continuous feedback and Improvement Plan Objective setting (Apr - Jun) Annual appraisal (Mar - May) Mid-year appraisal (Oct - Dec) Processing of final results (June) Compensation & Benefits Talent Development +
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