Appraisal 2007

8/3/2019 Appraisal 2007

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Reliance Industries Limited Confidential Page 1 of 12

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Appraisal Document Status Completed

1

Appraiser

Name

Employee srinivas Rao

0

Part Appraiser No selection

Objective Setting Date 15.03.2008

Appraisal Date 15.03.2008

Revert to R1 Exit Attachments Print Note Status

Employee Assessment/Critical

Incident

Line Manager Comments(R1)

PMS (07 -08) -OL

.

A. PerformanceAssessment Form .

0000 Info

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Fill in all the major task &activities performed in thefinancial year 2007-2008.Ensure that all the major

projectsundertaken/assignmenthandled are included.Performance will bemeasured on dimensionssuch as project completion,timely delivery, quality ofwork, contribution to theproject etc., by theAppraisee (Employee) &Appraiser (R1).

A.1. Goals and Objectives 5 Info

5 Info

CUSTOMER

(1) Right Assortment:

Brands that constitute to majority of

Have all the top consumer brands in

Have got the Wipro and HCL laptops

Have got the LG & HCL desktop SKU

Exceeds all parameters.

A.2. Goals and Objectives 4

Info 5

Info

FINANCIALS:

(1) Revenue per Sq ft - Rs.55000

(2) Margin per Sq ft - Rs.3850

Critical Incidents (if any)

Rev per sq foot - 47000

Margin per sq foot - 4000+


Info 4

Info

PEOPLE:

(1) No. of Vacancies - Target 80% fi

(2) Portion of Employees trained - Ta



Info 4

Info

OPERATIONS:

(1) Fill Ratios - Target 90%

(2) Issuance of Planogram - 100%


B. Comments of theEmployee

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C. Comments of theSupervisor

Mandatory

Srinivas exhibited a very quick settle

D. CompetencyAssessment

For each competencyselect an appropriate ratingto indicate the frequencywith which the competencyis demonstrated by theemployee.

D.1. CUSTOMERCENTRICITY

Customer Centricity is thedemonstration of passionfor the customer and an

active attempt to go beyondwhat is required in order tomeet or exceed customerexpectations.It includes anawareness of customerneeds and how thoseissues impact and areimpacted by businessdecisions and processes.

Behavioural Descriptors

Exceeds Expectations

D.1.1. .Displays an in-depthunderstanding of customerneeds

Almost Alw ays Info Almost Alw ays

Info

D.1.2. .

Demonstrates passion for

Almost Alw ays

Info Almost Alw ays

Info

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customer service

D.1.3. .

Energizes his/her team to

go the extra mile forcreating customer delight

Almost Alw ays

Info Almost Alw ays

Info

D.1.4. .

Critical Incident/ssupporting theCompetency;if any:

Based on the understanding of the c

D.2. STRATEGICTHINKING

Strategic Thinking is theability to apply industryknowledge and experienceto assess a businesssituation broadly, definerealistic goals, andconceive effective

strategies and action plans.It includes addressing andrecognizing widerimplications of a situation,consideration of alternativescenarios and differentpaths to achieving longterm business goals.



D.2.1. .

Grasps the key elements ofan articulated businessplan or strategy

Almost Alw ays

Info Almost Alw ays

Info

D.2.2. .

Ensures that eachemployee’s objectives are

Almost Alw ays

Info Almost Alw ays

Info

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directly linked to businessgoals

D.2.3. .

Critical Incident/ssupporting theCompetency; if any:

Based on the industry knowledge an

D.3. PROBLEM SOLVING

Problem Solving is theability to proactively thinkand effectively understandsituations or problems byorganizing or synthesizinginformation in a systematicway. It includes anticipatingand identifying problemsbefore they evolve,recognizing symptoms,evaluating root causes, anddeveloping solutions.



D.3.1. .

Is able to grasp thecomponents of a task,process or problem toreach a desirable outcome

Almost Alw ays

Info Almost Alw ays

Info

D.3.2. .

Empowers and encouragesteam members to actively

identify, prioritize and solveproblems

Almost Alw ays

Info Almost Alw ays

Info

D.3.3. .


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D.4. CONFIDENCE &DECISIVENESS

Confidence & Decisivenessis the capacity to presentoneself in an assured,forceful, impressive andunhesitating manner. Itincludes a passion andexcitement about ideas,

work, people, a positiveoutlook, and a consistentdisplay of a decisivepresence



D.4.1. .

Asserts own views withconviction withoutalienating other teammembers

Almost Alw ays

Info Almost Alw ays

Info

D.4.2. .

Volunteers to take onchallenging projects

Almost Alw ays

Info Almost Alw ays

Info

D.4.3. .


D.5. INNOVATION &CREATIVITY

Meets Expectations

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Innovation & Creativity isthe drive to improveorganizational performancethrough the introduction of

completely new ideas,processes, products orservices.


D.5.1. .

Impacts job effectivenessand processes by doingsomething new anddifferent

Frequently

Info Frequently

Info

D.5.2. .Adapts world-class bestpractices and processes inhis functional area

Frequently Info Frequently

Info

D.5.3. .

Critical Incident/ssupporting the Competencyif any:

Whatever little insights I have in the

D.6. COMMITMENT TOEXCELLENCE

Commitment to Excellenceis the determination topursue and deliver higherstandards of quality, speed,simplicity and innovation.


Meets Expectations

D.6.1. .

Ensures that quality ismaintained while achievingchallenging business

Almost Alw ays

Info Frequently

Info

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results

D.6.2. .

Seeks excellence in all

aspects of own as well asteam’s work

Almost Alw ays

Info Frequently

Info

D.6.3. .

Critical Incident/ssupporting theCompetency;if any:

D.7. RESULTORIENTATION

Result Orientation is thecapacity to be energizedand excited by challengingobjectives and a concernfor exceeding goals set byself or others. It includesexecuting actions in a

focused manner, andpursuing alternativecourses of action toincrease the probability ofreaching desired outcomes.



D.7.1. .

Accomplishescommitments with focusseddetermination

Almost Alw ays

Info Almost Alw ays

Info

D.7.2. .

Promotes a high level ofcommitment among teammembers towardsachieving results

Almost Alw ays

Info Almost Alw ays

Info

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D.7.3. .


D.8. BUILDING HIGHPERFORMANCE TEAMS

Buliding High PerformanceTeams is the ability to

effectively influence anddirect the activities ofindividuals / groups, bydeveloping motivation,commitment and teamworkproviding focus on businessobjectives. It includescreating andcommunicating a commonvision, mobilizing teammembers and providingsupport and guidance in the

accomplishment of tasksand objectives.



D.8.1. .

Sets and communicatesperformance expectationsclearly

Almost Alw ays

Info Frequently

Info

D.8.2. .

Encourages teamwork by

promoting healthyrelationships among theteam members

Almost Alw ays

Info Almost Alw ays

Info

D.8.3. .

Critical Incident/ssupporting the

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Competency; if any:

I frequently have one on one meetin

E. Value Orientation

Value orientation is theability to align oneself withthe needs, priorities andgoals of the organization. Itinvolves exhibiting highprofessional standards inthe face of rapid andunpredictableorganizational and industrychange and isdemonstrated throughcustomer centricity,innovation, ownership,openness, respect forhuman values & integrity.

Lives the Value

Lives the Value

F. Personal DevelopmentPlan (PDP)

The Personal DevelopmentPlan (PDP) is mutuallyarrived at by the employeeand his/her supervisor (R1)to address thedevelopmental needsthrough a plan of action. Itforms the basis foridentifying the training anddevelopment plan for theemployee.

F.1. Strengths of the

Employee

Mandatory

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Result oriented, committed to the org

F.2. Areas of Improvementsfor the employee

Areas of Improvements forthe employee as defaultedby the system.

F.3. Areas of Improvementsfor the employee

Mandatory

1. Knowlege of retail best practices

2. Retail and category commercial p

F.4. Training received inthe current year

None.

F.5. PDP perceived by theEmployee

Personal DevelopmentPlan as perceived by theEmployee for the followingyear 2008-2009.

F.5.1. . Others

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As stated above, have little insights

Expect some exposure in this regard

F.6. PDP perceived bySupervisor

F.6.1. Training perceivedby Supervisor

Top three developmentalneeds as perceived by thesupervisor

Strategy in Business



Leadership



Innovation & Creativity

F.6.4. Others (If any)

Personal DevelopmentPlan as perceived by theSupervisor for the followingyear 2008-2009.(For JobRotation/ProjectAssignment/coaching/others)

Being in a project / rollout phase, the

1

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Appraisal 2007