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A Report submission as part of evaluation for Performance
Management System

Professor: Ms
...


2004:
Was acquired by Flextronics,
and changed its name to
Flextronics Software Systems
(FSS)
...


2006:

2009:

Was acquired by Kohlberg
Kravis Roberts and
Sequoia Capital as part of a
$900 million sales of
software
companies
...


Aricent Approved for Latest
CMMI Level 5
...

2013:
Rebranded to Aricent and shifts
headquarters to California
...

The company is one of the largest privately held companies in Silicon Valley, with 800
customers, and employs more than 10,000 consultants, designers, and engineers at 36 locations
worldwide
...
The products group at Aricent is one of the market leaders providing enabling
software to leading telecommunication companies all over the world
...

Market Segments:
1
...
Aricent provides a one stop shop solution for
Semiconductor companies, OEM/ODMs and Carrier service providers for all
Embedded System Integration requirements
...
Software and Internet Services: Aricent offers unique expertise in connectivity,
device engineering, Social, Mobile, Cloud and Analytics enablement of applications
and services - expertise that has helped software and Internet service vendors accelerate
product development, customization and the testing of both application and back-office
platforms
...
Communication Infrastructure: This forms the core of the Aricent’s business
...
From
helping telecom equipment manufacturers identify critical market requirements for
broadband products, translate them into specific product requirements and target the
ideal product phasing for different product features to the later part of testing and
product support services Aricent provides all
...

This performance review is the basis for the training of the employees as well as their incentive
pay-out
...
The goal set by
the manager is called the Shared Goals and is set for the whole team
...

Individual Performance: Aricent uses five point rating scale to measure performance of its
employees
...

a
...
Delivers phenomenal,
measurable and lasting business results, with innovative practices
...

Viewed as a role model by peers and team members
...
Goes above and beyond to develop, engage
and retain our people
...
Contributes
significantly to lasting business results and demonstrates excellence in
quality, delivery and process on time
...
A great
mentor who focuses on developing, engaging and retaining our people
...


Highly Valued Achieves most goals and delivers client value
...

Performer
Contributes in delivering business results with visible organizational
impact and helps develop, engage and retain our people
...
Requires periodic
supervision and assistance to accomplish assignments and collaborates
occasionally
...
Lacks
consistency in delivery, quality and process, and does not always achieve
timelines
...
Communicates with team occasionally and less
focused on developing, engaging and retaining our talent
...


Highly
Inconsistent
Performer

Does not achieve most goals or deliver value to our clients
...
Executes poorly on
delivery, quality and process, and misses most timelines
...
Hardly communicates with the team and is not
focused on developing or retaining our people
...


The performance review involves:
1
...
Manager – Manager Review
3
...
HRBP – Final Approval to the review and opening it for acceptance by the Employee
...
Organisational Performance Measurement for Incentive Payment:
a
...
Company Revenue
ii
...
The CIP assigns equal weight to both of the key Company parameters
(Company Revenue and Company Profit)
...
CIP payout %
will further determine the overall incentive/bonus pool available for distribution
and payout to eligible employees
...
The following table summarises the CIP for FY 2015-16:

The CIP bonus is paid out twice in the year and the amount is a mix of both the performance
ratings
...


Note: Since, I could not get enough material for my Fieldwork’s Organisation and hence I
choose to do the assignment based on my previous work organisation
...




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