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Under Vishal Sikka’s ‘new and renew’ strategy, Infosys is doing away with bell curve <keyword id="1031334" type="UNKNOWN" weightage="20" keywordseo="appraisal-system">appraisal system</keyword> and is bringing ‘iCount’ in place. 
 
Under iCount, employees will be rewarded on specific short term targets and will be given feedbacks throughout the year. 
 
Infosys employees will also be rewarded on the basis of how well they perform on specific short-term but important targets during the year. 
 
"Infosys has changed the way performance management is done, with higher focus on individual performance rather than relative performance. 
We have moved away from forced ranking curve and given our managers more flexibility and empowerment, while still retaining focus on maintaining a high performance culture," nfosys spokeswoman told ET. 
 
Infosys had last year scrapped the bell curve method for its 1,93,000 employees to follow a more open ranking system. 
 
Recently, IBM adopted the Checkpoint appraisal system. 
 
(Image: Thinkstock)

Infosys is renewing its appraisal system too, will reward employees with 'iCount'

<keyword id="6357585" type="CITY" weightage="20" keywordseo="Tata-Consultancy-Services">Tata Consultancy Services</keyword> (<keyword id="6357150" type="CITY" weightage="100" keywordseo="TCS">TCS</keyword>) moved away from the <keyword id="1140467" type="UNKNOWN" weightage="100" keywordseo="Bell-Curve">Bell Curve</keyword> model of appraisal and now is mulling over the new one. 
 
TCS is planning to bring in different models of appraisals for its IT and BPO employees and rework its increment system from the scratch. 
 
It is likely that some employees will be assessed on the basis on project completion, doing away with the half yearly method. 
 
"There will be separate appraisal systems for IT and BPO employees and we are even looking at how senior executives should be appraised. This is all being tested out now. Nothing firm has been decided,” a TCS executive with knowledge of the matter told ET. 
 
TCS might also build a platform where regular feedbacks would be recorded. 
 
"The system for BPO employees would be more based on social media, like the internal Knome platform we currently use,” the executive said told ET. 
 
TCS will do appraisal once in a year, instead of half-yearly appraisals, targeted employees would move to a project-end appraisal cycle - and that the projects could last anywhere from two months to a year. 
 Apart from TCS, <keyword id="30331" type="CITY" weightage="20" keywordseo="HCL-Technologies">HCL Technologies</keyword> is also building new platforms for appraisals. 
 <keyword id="6354512" type="CITY" weightage="20" keywordseo="Infosys">Infosys</keyword> has already launched iCount platform this year.

TCS is planning to build a tech platform after it moved away from Bell Curve appraisal model

It was only last year that <keyword id="10862" type="CITY" weightage="100" keywordseo="Wipro">Wipro</keyword>, country’s third largest software exporter, had rolled out an ambitious pilot exercise across the company. Under the program, the company had ditched the traditional "bell-curve" appraisal system for a majority of its employees. 
 
Now, Wipro is implementing a new evaluation system which would stress more on frequent, quarterly feedbacks, which were earlier a one-time process that happened annually. 
 
"Traditionally, we've looked at elements including bell curves, building differentiation, categorization, etc. We wanted to make the process of giving feedback more frequent and our performance management system to be an ongoing coaching based process rather than just a one-time annual exercise," said Saurabh Govil, chief HRO at Wipro. 
 
The IT industry of the country is valued at $160-billion as of now, and is undergoing the biggest transitional period in its history. 
 Wipro’s rivals, <keyword id="6354512" type="CITY" weightage="100" keywordseo="Infosys">Infosys</keyword> and <keyword id="28126" type="CITY" weightage="100" keywordseo="HCL">HCL</keyword>, are undergoing the process of ditching the "bell curve" appraisal, but Wipro has become the first IT services company which has had a full appraisal cycle without applying the bell curve. 
 
"Last year, we rolled out a pilot of our revised performance appraisal system. In the first phase of the pilot we did away with the bell curve for 80 per cent of the workforce," said Govil. 
 
As part of the new appraisal system, Wipro will allocate performance-linked compensation budgets to its managers. This would empower managers to take individual decisions related to employee appraisals. In the previous system, however, managers had to be conventional with the bell-curve bandwidth. 
 
"We felt that managers are taking much more ownership, and being more accountable in the revised performance managed system. We found them saying - it's my decision and it is not something that is being prescribed to me. And this exercise has also ushered in more transparency as it is based on a rating based on their goals and objectives for the year," said Govil. 
 
In the second phase of the pilot program, Wipro is thinking of rolling out this exercise for most managerial-level employees, and would cover the remaining 20% of employees.

Wipro becomes the first Indian IT company to totally overhaul its appraisal system

Finally, <keyword id="30331" type="CITY" weightage="20" keywordseo="HCL-Technologies">HCL Technologies</keyword> is doing away with <keyword id="3105598" type="UNKNOWN" weightage="20" keywordseo="bell-curve-appraisal-system">bell curve appraisal system</keyword> and shifting towards feedback-based one. 
 
Bell curve appraisal system force fit employees into performance categories and segregates all employees into distinct baskets- top, average and bottom performers-with the vast majority being treated as average performers. 
 
Now, HCL is adopting feedback-based performance appraisal system in several departments. 
 
"Though it has become fashionable for organisations to keep introducing changes, it is rather difficult to actually change the entire culture of the organisation. We at HCL are trying to get more feedback and dialogue into place. Some teams are ready and some are not," said Prithvi Shergill, chief human resources officer (CHRO) at HCL Technologies. 
 
Companies like Infosys, Accenture, Google, Microsoft, Adobe, Cisco and KPMG have already discarding the bell curve system. 
 
HR consultants say a lot of companies want team leaders to be made accountable for ratings as with a bell curve system, the managers always had an excuse when employees questioned their ratings. 
 
(Image: Thinkstock)

HCL employees are basking in happiness. Find out why

<a href="http://www.businessinsider.in/searchresult.cms?query=TCS&amp;sortorder=effectivedate">TCS</a> has moved away from the popular <a href="http://www.businessinsider.in/searchresult.cms?query=bell+curve+method&amp;sortorder=effectivedate">bell curve method</a> for appraisals and will now assess performances based on a system of continuous feedback. 
 
Under the bell curve method, people were given ratings and then segregated into top, medium and poor performers. 
 "This year we did not do any forced rankings or curve fitting. We appraised people based only on their performance. We are now looking at tools to ensure that the feedback process is more continuous, rather than at defined intervals," <keyword id="3330498" type="UNKNOWN" weightage="20" keywordseo="TCS-chief-executive-N-Chandrasekaran">TCS chief executive N Chandrasekaran</keyword> told ET. 
 <keyword id="6357150" type="CITY" weightage="20" keywordseo="TCS">TCS</keyword> is new to join the bandwagon as Accenture, IBM and Infosys have already abandoned the bell curve method. 
 
Chandrasekaran said the IT firm wanted to create more digital, collaborative tools for continuous feedback process. 
 
Meanwhile, TCS employees are happy with scrapping of bell curve. 
 
“Many employees used to be quite unhappy with bell curve as many people manipulated things and compromises were made to fit the ratings. Now everything is fine,” said a TCS employee on the condition of anonymity. 
 
(Image: Thinkstock)

TCS appraises employees based on performances and feedback, scraps bell curve method

Be it <keyword id="3507370" type="UNKNOWN" weightage="100" keywordseo="BlueStones-upskilling-support-policy">BlueStone’s upskilling support policy</keyword>, offering employees with financial assistance for completing their graduation, or <keyword id="3507371" type="UNKNOWN" weightage="100" keywordseo="Citibanks-appraisal-policy">Citibank’s appraisal policy</keyword> that safeguards women employee’s performance ratings after they go on maternity leave, <keyword id="1040857" type="UNKNOWN" weightage="100" keywordseo="employee-friendly-policies">employee-friendly policies</keyword> help companies in ways more than one can imagine. 
 
"This has been one of the most significant interventions in the past four years that has facilitated the retention of women employees in the bank," Anuranjita Kumar, chief HR officer at Citi South Asia, told <a href="http://economictimes.indiatimes.com/jobs/how-people-initiatives-help-firms-check-attrition-and-boost-employee-morale/articleshow/53329298.cms">ET</a>. 
 The most important benefit that a company can expect from such policies is the control that they can have over <keyword id="1001077" type="UNKNOWN" weightage="100" keywordseo="employee-attrition">employee attrition</keyword>. After all, who would want to leave a company that goes a step ahead in making sure that you get more than just your salary in return of long hours of work you give in? 
 
Also read: <a href="http://www.businessinsider.in/Infosys-relaunches-ESOP/articleshow/53225972.cms">Infosys relaunches employee stock option plan to control rising attrition rate</a> 
 
The Lemon Tree Hotel Company, on a different note, started hiring people with disabilities (PwDs) as their regular employees, to make the environment more open and inclusive. While early stages saw such employees being hired only in back-end roles, with time, they were trained to be employees with disabilities (EwDs) and now handle several areas equally well as other employees. 
 
"Today, many of our guests are surprised and happy to be served by EwDs at our hotels and feel they too are contributing to nation-building. We get a lot of feedback about the excellent service provided by EwDs from the guest satisfaction tracking system and TripAdvisor," said Aradhana Lal, VP (Sustainability Initiatives) at Lemon Tree. 
 
Also read: <a href="http://www.businessinsider.in/IT-firms-invest-in-predictive-algorithms/articleshow/53223948.cms">IT firms are trying to avoid attrition by investing big in predictive algorithms</a> 
 
What these chnages tell us is that hitting the right chord with the employees is the key step towards ensuring a long-term association with them, which would not only benefit them, but would also save these companies time, money and efforts in finding, procuring, and training new talent all over again. 
 
<a href="http://culturefit.com/wp-content/uploads/2016/06/attrition3.jpg">Image source</a>

It’s not difficult to deal with employee attrition if you handle your employees well

With the month of appraisals ahead, the recent crisis in Infosys isn’t really going down well with the employees. India's second-largest software services exporter has already come under criticism after CEO Vishal Sikka got a hike of 55%. The co founder and IT veteran of the country Narayana Murthy as well as other promoters aren’t content with the present management and have called for an overhaul of the board. 
 
Sikka’s compensation hike that rose to$11 million a year from $7.08 million has made the CEO compensation to median employee remuneration ratio to 935.38 times. 
 
"People are happy with Vishal Sikka but not with his salary,” a Pune-based employee told The Economic Times. 
"Infosys hasn't raised visa requests for the system engineers and senior system engineers. There is a general sense that promotions will be halted or delayed by using these governance issues and results as an excuse,” ET learnt from another employee. 
 
Murthy, in an interview to ET, questioned the actions of Infosys Chairman R Seshasayee and independent director Jeffrey Lehman. 
 
On Thursday, Sikka wrote to employees asking them not to be distracted by speculation about the company's commitment to governance, integrity and values, and highlighted the improvements the company has made in his tenure. Also the recent murder case at Infy’s Pune campus has dented the reputation of the IT exporter to some level.

Infosys employees in stress:
Promotions and Increments may take a hit

<div type="image" wfid="277508"></div>



From a fresh recruit to a top notch position, every IT company has a different organisational structure and a different designation hierarchy. 
 
Once you are recruited by the IT companies, your movement in the hierarchy depends on your performance and several ratings. Each company has a different evaluation system and off late, many companies have moved away from the Bell Curve, adopting reviewing methods. 
 
Likewise, India’s biggest IT conglomerate, Tata Consultancy Services (TCS), has a different hierarchy structure. Many experts say TCS and Infosys have a similar structure. 
 
Talking about TCS, when a person is hired, he/she starts as Assistant System Engineer (Trainee) with around Rs 3.16 lakh as salary. Since TCS also gives out bands, depending on your performance, you growth, both money-wise and designation-wise, depends on the appraisals. 
 
There was a question on Quora where someone asked about the hierarchy and salaries of each designation in TCS. Many TCS employees replied on the same. Here are designation hierarchy and salary structure from the best answers.

Joining TCS? This is the salary and hierarchy structure in the IT company

As the automation era takes over, leaving several IT employees in India worried about their jobs amid the ongoing layoffs in big IT companies like Wipro and Infosys, it has almost become imperative for professionals to be where the growth is in order to survive. Statistics by US firm <keyword id="705315" type="ORGANIZATION" weightage="20" keywordseo="hfs-research">HfS Research</keyword> suggest India's IT services industry will lose 6.4 lakh 'low-skilled' jobs to automation in the next five years. This is alarming, given that the $160 billion industry is one of the biggest employment generators in the service sector in India. The question is which areas will have the high-skilled, high demand job roles in the near future and what skills would it take for one to qualify for these roles. Before that, the roles that will soon be extinct - Software test engineers, System engineers, administrators, Tech Support Staff, Maintenance engineers, Customer Services executives – If you are still in these roles, consider yourself in danger. These are going to be easily managed by AI and robotics process automation based systems going forward. A report by an online professional skilling platform <keyword id="1309724" type="ORGANIZATION" weightage="20" keywordseo="simplilearn">Simplilearn</keyword> says, these jobs will most likely disappear in about 3-5 years’ time. Expert’s take Rituparna Chakraborty, Executive Vice-President and co-founder of staffing firm TeamLease Services, says “It’s a situation where the available talent haven’t kept up with the pace at which the industry was evolving and hence, many of them find themselves redundant.” Executive search organisation GlobalHunt MD Sunil Goel, on the other hand, sees this as the perfect opportunity for Indian IT professionals to identify the areas that will be worst impacted by automation. “Upgrade and get into the new-age technologies where demand is going to be huge,” he says. The Simplilearn findings point to a rapid rise in jobs in the areas of cyber security, cloud, DevOps, machine learning and AI in the future. If you are not in the digital domain in the coming years, you are not really in the growth areas. There’s, however, a little exception to this - Data analyst and project managers will continue to generate interest. Only the skills required to perform these roles will witness a shift. Navigate through a detailed insight on the new <keyword id="57650" type="UNKNOWN" weightage="20" keywordseo="IT-jobs">IT jobs</keyword> that will be in demand in the future, the salaries you can expect in these roles, and the companies that can hire you if you have the desired skill-set: 
	
	
	
	
	
	
	
	
	
	
	
	
	
	
	
	
	
	
	
	
	
	
	
	
	
	
	
	
	
	
	
	
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 As the demand for these new roles rise in the coming years, companies across sectors will seek IT professionals who are skilled to work on new platforms and technologies. This is where res-skilling gains importance. If we go by industry statistics, IT body <keyword id="6372077" type="ORGANIZATION" weightage="20" keywordseo="nasscom">Nasscom</keyword> found in May this year that at least 40% professionals of the estimated four-million workforce need re-skilling over the next five years to keep pace with the changing face and automation of the IT industry. At the same time, NASSCOM also allayed fears of large-scale job losses in the $154 billion industry, equating layoffs to “workforce realignment common to any industry and a part of the yearly performance appraisal process.” However, Raman Roy, the Chairman of NASSCOM, recently called for Skill upgradation on a massive scale to equip professionals with new-age technologies such as virtual reality, augmented reality and artificial intelligence to remain relevant in the coming years. How you can stay relevant in the Digital Economy While industry specific certifications are critical for upgrading a professional’s skills to keep them relevant, professionals must also consider the following ways to prepare for job roles of the future: 1. Upskilling and reskilling: The urgency to re-skill or perish is especially striking people with mid-level experience: Nearly 57% of the 7,000 IT professionals looking to level up on Simplilearn had four to 10 years of work experience. Meanwhile, only 11% of those with under four years of experience were seeking the online courses. Rishabh Kaul, co-founder of Indian recruitment firm Belong, says early-stage employees like fresh college graduates are often provided training by employers for the first six months. It’s for the more experienced counterparts that the certification courses matter. <ul><li>If you are looking to re-skill, Big Data, Cloud Computing, Cyber Security, Project Management, Agile and Scrum, Digitsl Marketing are some of the areas you should be focusing at since they are the most in-demand skills in IT.</li></ul>
	
	
	
	
	
	
	
	
	
	
	
	
	
	
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 <ul><li>Interestingly, the Simplilearn survey finds over half of IT professionals with work experience of 4 to 10 years are spending money for courses and training programmes that help them in-learn these new skills.</li></ul>2. Moonlighting: This works well for professionals who are planning to build a secondary source of income. Moonlighting can generate an additional source of income by partnering with startups that cannot afford in-house tech teams, or freelancing through websites like Upwork. 3. Technical education: You can also focus on earning qualifications such as a Masters Degree in science in the emerging areas like robotics or AI. There are multiple e-learning providers like Coursera, Simplilearn that offer these trainings and courses that suit an individual learner’s style and pace.

Automation era: The necessary skills for the new IT jobs of the future

India has the second largest road network in the world at 4.7 million km. Prime Minister <keyword id="6354477" type="PERSON" weightage="80" keywordseo="Narendra-Modi">Narendra Modi</keyword> has outlined a new model of infrastructural development in the country for creating a well-connected Digital India. A <keyword id="2770487" type="UNKNOWN" weightage="80" keywordseo="Tech-savvy-road-network">tech-savvy road network</keyword> is probably the first step towards digitalisation. In order to unify the separate projects for road, highways and ports along with other technology-based initiatives, Minister of Road Transport and Highways of India <keyword id="26680" type="PERSON" weightage="80" keywordseo="Nitin-gadkari">Nitin Gadkari</keyword> is building up a special 10-member task force which also includes former Infosys CFO <keyword id="6491998" type="PERSON" weightage="80" keywordseo="Mohandas-Pai">Mohandas Pai</keyword>. The information was revealed in an Economic Times report. 

	This task force will be headed and chaired by Gadkari. Former IT secretary for Andhra Pradesh Sanjay Jaju, partner at Ekam Consulting Abhijit Purushottam Desai, Prashant Pole who is a director at Disha Consultants, and Girish Srivastava, a policy and strategy consultant are also the part of this task force.
 

	This new team will work on new strategies under a four-year plan, people familiar with the developments informed ET. They further said that the second meeting of the group is slated to be held in the first week of April, adding that the first meeting was on March 9.
 

	According to Jaju, who is director of National Highways Infrastructure Development Corporation, "We are building an enterprise architecture and architecture for the ministry to bring together all these disparate projects in a unified form. Certain new initiatives are also planned."
 

	Requesting anonymity, the third person told ET, "The task force's main agenda of the task force is to make sure that all IT initiatives are put under a proper governance mechanism and there is synergy between the various components."
 

	"Two main things that are being worked upon right now are INAMPRO and PACE (Project Appraisal and Continuing Enhancements) - it is an MIS system for roads and highways." Jaju told ET.

	(Image: The Economic Times)

You Searched For "Infosys appraisal system" and got 10 results

Infosys is renewing its appraisal system too, will reward employees with 'iCount'

BI India Bureau

TCS is planning to build a tech platform after it moved away from Bell Curve appraisal model

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Wipro becomes the first Indian IT company to totally overhaul its appraisal system

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HCL employees are basking in happiness. Find out why

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TCS appraises employees based on performances and feedback, scraps bell curve method

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It’s not difficult to deal with employee attrition if you handle your employees well

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Infosys employees in stress: Promotions and Increments may take a hit

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Joining TCS? This is the salary and hierarchy structure in the IT company

Akanksha Jain

Automation era: The necessary skills for the new IT jobs of the future

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Former Infy CFO, Mohandas Pai, to help Govt create a tech-savy road network

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