Wipro is adopting a 360-degree performance appraisal system where employees, including project managers, will be evaluated based on feedback from clients and other teams. Other large IT firms like Cognizant and Mindtree also rely heavily on quantitative and qualitative customer feedback to evaluate employees' performance, especially for client-facing roles. However, some argue that customer feedback may not be an accurate way to appraise individual employees given the collaborative nature of IT service delivery. The document then describes several common performance appraisal methods used by companies like ranking, rating scales, checklists, critical incidents, essays, and behaviorally anchored rating scales.

1. Performance appraisal in wipro
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I. Contents of getting performance appraisal in wipro
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"That cultural change is what we are going through. And my sense is that when it finishes we
will be in a far better position." Kurien, who has been beefing up Wipro's sales team, said the
initiative is part of a '360-degree survey' where everyone, including project managers, will be
covered. Wipro is not the only one adopting this.
Cognizant, Mindtree rely on Feedback
The need to better evaluate sales staff and improve their relationship with top customers is
forcing other big players in the Indian technology services industry to place greater emphasis on
client feedback while assessing staff performance.
Senior IT industry executives say linking customer feedback with key result areas drives positive
behaviour among executives to ensure enhanced customer satisfaction. "If an executive falls
short of meeting or exceeding desired client satisfaction levels, it has a directly proportional
impact on the annualised variable payout of the individual," said Prithvi Shergill, chief HR
officer at Noida-based HCL Technologies.
At New Jersey-based Cognizant Technology Solutions, which has most of its employees based in
Chennai, quantitative and qualitative feedback from clients are part of each leader's individual
bonus plan.

2. The company organised a planning session for its clients and board of directors, where the board
had a chance to hear feedback from customers, said James Lennox, its HR head. Vidya
Santhanam, director, people function, at midsized firm Mindtree, said in future the company's
delivery platform will "enable clients to directly give feedback to each project member".
Employees appraised using customer feedback are almost always sales and other client-facing
executives who are responsible for raising client satisfaction levels. Since most of their
interaction is with clients, companies say it is only fair if these executives are appraised by
clients.
Besides evaluating employees better, it also helps companies do away with the ageold annual
performance appraisal process, where managers and their subordinates discuss goals and
performance. But not everyone is excited.
Some industry experts say placing a higher weightage on customer feedback may fail to motivate
employees. "The practice of using client feedback to appraise employees isn't accurate because
of the nature of products and services being delivered to these clients by IT companies," said Ajit
Isaac, MD and CEO at Ikya Human Capital Solutions.
"Essentially, services rendered by IT firms are an aggregation of firms, and no one employee, or
group of employees can be appraised based merely on feedback."
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III. Performance appraisal methods
1.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
i. Employees are ranked according to their performance
levels.
ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method

3. i. The “whole man” is compared with another “whole man”
in this method. In practice, it is very difficult to compare
individuals possessing various individual traits.
ii. This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate
the possibility of snap judgements.
2. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages – Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages – Rater’s biases
3. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages – economy, ease of administration, limited
training required, standardization. Disadvantages – Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings

4. 4. Critical Incidents Method
The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages – Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages – Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.
5. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage – It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages – It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
6. Behaviorally Anchored Rating Scales

5. statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages – helps overcome rating
errors. Disadvantages – Suffers from distortions
inherent in most rating techniques.
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