This slide talks about the P&C system followed by Accenture. This presentation is prepared by PGDM students of IMI Bhubaneswar

1. PERFORMANCE MANAGEMENT IN REMOTE
WORK ERA
PRESENTED BY:
GOVIND RASTOGI
SACHIN SINHA
ANKIT SHOME
KRISHNAKALI JANA

2. About
Accenture
• Irish based MNC was founded in 1989 by
Hamilton Bermuda.
• They are indulged in providing It services,
Consulting Services and It services.
• Headquarter in Dublin, Ireland.
• Slogan “High Performance. Delivered”.
• Named one of the best company to work for by
Fortune (2009 -21).

3. PMS followed
by Accenture
• Opting for a new digital approach- Developing a
new performance tool and replacing the existing
one
• Internal It Team partnered with Hr team
• Acquiring the reusable component of the old one

4. Accenture:
Measures taken to achieve
performance benchmark
•Real-time performance
•High availability and speed
•Operational excellence

5. Real-time feedback, not
annual feedback
Return on Investment, not
cost
Empowerment , Not
comparison
ACCENTURE
PERFORMANCE REVIEW
SYSTEM

6. PERFORMANCE APPRAISAL PRACTICES
• The Accenture performance period starts from June to May of every year.
• All employees need to set the objectives & targets at the beginning of every performance period
using an online tool called “My Performance Tool”.
The objectives are divided into 3 Leadership Contribution Areas:
1. Business Operator: It measures how much the employee has contributed in his project
2. Value Creator: This indicates how much value the employee has created for the organization, and
whether the employee has gone out of his role to play a crucial factor in his team.
3. People Developer: This indicates how much the employee has contributed towards his own all
round development
• The objectives are reviewed by the Supervisor .The employee is rated on the basis of whether he
meets these targets at end of the year.

7. MID YEAR REVIEW
• Filled by every employee in the month of December specifying how much objectives are fulfilled and targets met. In
this , the supervisor gives his reviews and also tell about the employee’s strengths and areas of development.
• The final self input has to be filled by the employee in the month of March /April and the supervisor gives the annual
feedback after evaluating the performance. The supervisor evaluates the performance of the employee and gives a 4
point Rating Scale:
1. Exceeded expectation
2. Met expectation
3. Partially met expectation
4. Did not meet expectation
• If the employee is satisfied with the feedback then he can accept it by clicking on the accept button in the tool. If he
is not satisfied with the feedback then he can request for a one on one meeting with his supervisor to raise his
concerns.

8. REMOTE WORK LIFE IN ACCENTURE
Accenture’s flagship R&D and innovation centre, The Dock, undertook an in-depth qualitative study on remote working
experience, to recognize potential opportunities in a post-Covid-19 world. Some results revealed from the research are
as follows:
• 53% of people who never worked from home previously now planning to work from home more often in the future
• Our homes have become much more than simply our havens. People are changing and adapting their homes to
accommodate their increased consumption of activities and events. With this new investment in the home and in
themselves, comes a huge reallocation of spending away from the downtown and into the home.
• “Getting by” is no longer acceptable when it comes to the home office.
• Women have seen their earnings decline almost two thirds more sharply than men, dropping by 16.5% on average
since the pandemic began, compared with a drop of 10.1% for men.

9. Execution of
PMS by
Accenture
• Tremendous teaming and collaboration resulted in on time
deployment of a new service
• The new application experience 20,000 to 2,00,000 visitors
daily

10.  As per Accenture Future of Work Study, around 83%
of the workforce wants a hybrid model of work.
 It’s not about place, it’s about potential.
 Design Work around People
 Accelerate Modern HR and Build digital fluency.
 Lead with Humanity
 Productive and healthy workforce, wherever they are.

12. BOON or BANE?
1. Cost saving.
2. Reduction in Absenteeism.
3. Work/Life balance.
4. Time saving.
5. Location is not a constraint.
6. Freedom and Flexibility.
1. Feelings of Isolation.
2. Lack of Motivation
3. Social Loafing at work.
4. Unmonitored Performance.
5. Breaks in between work.
BOON BANE