Ripple Performance Management Performance Appraisal in the Ripple Group is driven by the RPM (Ripple Performance Management) cycle. For a Sales, Execution and Service driven organization like Ripple Group High Level Performance of the Team Members is of paramount Importance. That makes appraisal of the Performance of the team an essential program. Not only the appraisals help us to arrive at the Individual, Team, Departmental and overall Organizational Performance, It helps also helps in the decisions related to the Team Member’s career growth, developmental planning, incentives, increments, promotions etc., The main objectives of Ripple Performance Management are a) Review of the team member on Hard facts & Figures, Commitment and Competence Criteria. b) Review performance of the team member against assigned tasks and responsibilities c) Identify the areas of Strengths & Weaknesses and provide positive feedback to the team member on their performance; d) Identify Team Members who can be developed to take up increased responsibilities e) Identify the team member’s training and developmental needs f) Create a basis for rewarding and disciplining performance g) Plan and Budget for the next cycle. The Performance Appraisal through RPM involves the following key process steps.
Performance Planning. The performance plan describes the key result areas (Hard facts) that have to be worked in done during the performance cycle, how well it has to be done, the Indicators, targets and how the accomplishment will be measured. This part of the plan is based primarily on the goals of Team and the Team Member’s role and responsibilities.
Monitoring. Monitoring is the process of making accurate and objective performance observations based on the outcomes and expectations contained in an employee's performance plan on continuous basis. There can be many ways to do this process. Some of them could be Regular reports, MIS reports, Project Reports, feedback from across teams and team members.
Performance Summary. The actual review and assessment of the goals achieved as per the Plan. The targets achieved the indicators measure and overall achievements of the goals are discussed and ascertained with proofs and supporting evidence. At this stage the commitment & competencies are also reviewed along with the hard facts. This also capture’s the feedback, challenges, development & training goals, Plan for the next cycle etc.
Recognition. Team Members will be recognized and rewarded for their Performance during the cycle. The whole process is document through and Performance Appraisal Form and used for future reference and as a part of the Team Member’s Employee File.
Perfect - PerFomance Linked Incentive Certification For certain Team Members Ripple Group has in place the PerFomancE Linked Incentive CerTification PerFECT process. Some elements of the Hard Facts, Commitment & Competencies from the performance appraisal are selected and linked to time bound achievement based incentives. The Performance Linked Incentive (PLI) Initiative at the Ripple group is taken up to recognize and motivate the employees based on their goal achievement. This is also an excellent opportunity to review and appraise on the planned goals and objectives. Employee Growth, Development, and are the other benefits of the PLI Initiative. PLI Initiative gives those involved i.e., the employee, the Team Lead, the Department and the company to keep track of the progress. This is also a very good opportunity for the Team Lead and the Team member to engage in a dialogue regarding the goals, performance, suggestions, feedback from each other and understand the employee’s developmental needs for the future. The Objective of the PLI is completed when the PLI is certified. And that is the PerFECT Process. From the Company’s Perspective the adherence to the PerFECT Process is a very important and critical activity which has to be completed as per timelines. It is the primary responsibility of the employee to seek time from his Team Lead/Superior to get his PerFECT Process Completed. Team Members are provided their mutually agreed Performance Linked Indicators by the Team Lead/ Senior Management. The targets, acceptable variations and the incentive available for various levels of achievements are also mentioned. The time period of the review for that performance area is also mentioned. One key objective is to have a continuous review of the areas of importance and provide the Team Members instant reward for their accomplishments.