PERFORMANCE MANAGEMENT AND

COMPENSATION
Assignment 1

Submitted by
A.N Janani
CB.BU.P2MBA17062
Performance Management and Compensation
Description of the Organizational Context:
Let us consider an Information Technology Solutions provider organization and the description
can be given as:
The organization is responsible for providing software solutions to both domestic and
international clients after getting their detailed requirement specifications document. There are
various roles in the organization starting from Chief Executive Officer at the top level to
Programmer Analyst Trainee at the bottom most level. Each of these roles other than the CEO,
reports to a different authority. A Programmer Analyst trainee reports to a programmer
analyst and the programmer analyst reports to a team leader and Team leader reports to a
project manager and Project manager reports to the CEO.

Presentation of the Focal role and role set:

In our organization, let’s take the role of a Project Manager as the focal role. The other two
roles related to Project manager are Programmer Analyst and a Senior software engineer.
Role set members who will closely work with project managers are the Programmer analyst
trainee, Programmer analyst and the senior software engineer.

Relationship, Significance and the Hierarchy of the Organization:

Software Industry involves very frequent communication, meetings and talks with clients.
Project Manager: Most of the times it’s the project manager who directly talks with the client
to get their requirements. Once the requirements are ready, he conducts a meeting with other
role members to convey the project details, deadlines and the magnitude of the project.
Senior Software Engineer:
In most cases a software engineer with 3 to 5 years experience is recruited for the role of a
senior software engineer in an organization.
Programmer Analyst:
After successful training in software development, a trainee is appointed as programmer
analyst. He will directly to report to his team leader or the senior software engineer.

Hierarchy:
 CHIEF EXECUTIVE
OFFICER

PROJECT MANAGER

SENIOR SOFTWARE
ENGINEER

PROGRAMMER
ANALYST

Role expectations
Project Manager:
The position of an IT project manager is senior level position at which one can reach after
spending atleast 5-7 years in the company or in the industry. The entire technical staff works
under the supervision of the project manager and report to him. The main responsibility of an
IT project manager is to complete the projects on time and within the budget.

Senior Software Engineer:

A senior software engineer’s job position is a position which requires a candidate to have
exceptional IT knowledge, skills and clarity of mathematical concepts, technical concepts and
other related skills. A senior software engineer plays an important role in the hierarchical
structure of the company.
Programmer Analyst:
The position of a programmer analyst or an IT analyst is a step higher than the IT trainee.
Programmer analysts report to both senior software engineer and project managers and their
job is to ensure the smooth running and maintenance of a computer network. They must
configure, deploy and monitor the data networks and infrastructure to reach technical
excellent.

ROLE ANALYSIS:
Project manager:
They take responsibility for the 5 project phases:

▪ Initiation
▪ Planning
▪ Execution
▪ Monitoring & Controlling
▪ Closing
They create the expectations within the project management plan and must ensure those
expectations are met.

The project management plan contains the project schedule, budget, stakeholder needs,
communication requirements, risk analysis, and anything else that is considered part of the
project plan.

Senior Software Engineer:

Develops information systems by studying operations; designing, developing, and installing

software solutions; supports and develops software team.

Programmer analyst:

Programmer analysts work at various organizations. They design, code, and test new programs.
They must document programs that they write. Documentation should include flowcharts,
layouts, diagrams, charts, code comments, and revision dates. They debug, troubleshoot, and
maintain source code related to various computer programs. Programmer analysts may also be
required to customize computer programs that were bought from vendors to meet their
organization’s specific needs. They must know computer algorithms, formal logic, and
application domain. They may be required to work with vendors, in order to test and approve
their products.

Performance Component

Project Manager

• Coordinate internal Software Engineer Resources for the precise execution of projects
• Ensure that all projects are delivered on-time, within scope
• Assist in the definition of project scope and objectives, involving all relevant partners
and ensuring technical feasibility
• Ensure Software Engineer resource availability and allocation
• Develop a detailed project plan to monitor and track progress

KSA’s required:
• Proven working experience in project management
• Excellent client-facing and internal communication skills
• Excellent written and verbal communication skills
• Solid organizational skills with attention to detail and multitasking skills
• Strong working knowledge of programming languages (C#, .NET preferred)
• Strong working knowledge of Microsoft Office and other Office Tools
• Bachelor’s Degree in appropriate field of study or equivalent work experience
• 3+ years of experience in an IT related discipline
• Demonstrate knowledge and skills in various programming languages and databases
• C# and .NET 4.5+ Framework
• Microsoft SQL Server

Key Performance Indicators

KPI Performance
Project Schedule On/Behind Schedule
Resource Schedule Over/Under Schedule
Labor Costs Over/Under Budget

Senior Software Engineer

• Test and document software for client applications.
• Write, modify, and debug software for client applications.
• Write code to create single-threaded or user interface event driven applications, either stand-
alone and those which access servers or services.
• Use source debuggers and visual development environments.
 KSA’s required:
• 5+ years of professional development experience in Java Spring.
• 3+ years of professional development experience in Python.
• B.Tech or Equivalent experience
• Strong communication and interpersonal skills.
• Contributing to the knowledge growth of a world-class engineering team through collaboration,
mentoring, and team discussions

Key Performance Indicators

KPI Performance
1.Documentation of Client’s requirements Well documented/ Not Documented well
2.End result of the Project meeting all Satisfactory/ needs improvement
Requirements
3.Clients requirement communicated well Well-coordinated/ Lag in communication
to the team members

Programmer analyst
• Work with designers and content producers.
• Work with users from identifying conceptual system requirements through completion.
• Work with middle-tier developers to integrate back-end database code with business
applications.
• Plan, design, schedule, write, and debug software for web sites.
• Plan, design, schedule, write, and debug database stored procedures and complex queries to
extract, calculate or manipulate information.

KSA’s Required:
• Soft skills training such as client relationship management
• Technical skills such as software testing and quality management
• Excellent communication skills
• Strong problem solving and analytical skills
• Interest in digital trends and technology
• Ability to collaborate with regional and global teams effectively

Key Performance Indicators

KPI Performance
1. Well defined code with alignment to Met/ Not met
client’s requirement
2.Strong interest to learn and stay updated Met/ Not met
with current software trends
 3. Well-articulated and clear Met/ Not met
communication with onsite client and co
workers

Review Mechanism:
Executive performance can be measured with a standard management review that focuses on
goals and KRAs. However, as leaders of the organization, it’s often helpful to get feedback from
their clients, peers, internal customers, and direct reports. That’s because executives tend to be
very skilled at getting work done, but may not always be best at managing work relationships.

Here’s an evaluation form that can be used for a 360-review.

360-Feedback Performance Review Form

In order to help our executives grow and develop in their roles, we are seeking feedback from
those who work closely with them. Please share your confidential responses with us. Your
feedback will be aggregated before being shared with the executive in a summarized format.

Company Name: Your Name (Reviewer):

Executive Name: Your Relationship to Executive:

Date Feedback Given:

Please rate this executive on a 1 - 5 scale (1=poor, 5=great) in terms of the following attributes:

1 2 3 4 5 Comments

Time Management

Communication
Skills
 Business Acumen

Negotiation Skills

Teamwork

Leadership

Do you enjoy working with this executive? Yes No

Please explain:

How would you rate this person overall?

Reviewers:
Supervisors:
Having Strong knowledge about the organisation’s strategic goals, usually supervisors are a
great choice to be included in the appraisal process.

Peers:
Many organizations use performance evaluations provided by peers. If competency is listed as a
team work, then peer review can provide a lot of information on that particular employee’s
performance.

Subordinates:
Subordinates are usually are in a good position to evaluate leadership, competencies including
delegation, organization and communication.
Self:
Self-appraisals are important component of performance evaluation. When employees are
given the opportunity to participate in the performance management process , their
acceptance of the resulting decision increases and their defensiveness during appraisal
interview is likely to decrease.

Customers or Clients:
In a software industry set up, clients are the key stakeholders in general, provide yet another
source of performance information. Competencies like time management, cost management
and communication skills can be evaluated by clients.

Frequency of Review:
In most of the software companies, the appraisal forms are completed towards the end of the
fiscal year. In the case of a system including semiannual reviews, one review would be
completed half way through fiscal year and the other one toward the end of the fiscal year.
Appraisal Cycle is divided into two parts. First is the rating cycle that runs From January 1st till
31st December.
Second is the actual appraisal, which consist of either salary hikes or promotions or both. This
happens in June-July, but effective from 1st July.

Advantage of following this fiscal year cycle is the individual goal setting can be more easily tied
to corporate goal setting. This leads to completion of the appraisal form of all employees at
about the same time.