Pssp 07-08. Kunal

Aditya Birla Retail Limited Performance Setting & Self Development Plan Docket

Year 2007 - 08

Employee Name

KUNAL ASHOK SHINDE

Employee Code

1001785

Designation / Department

Date of Joining

OFFICER / QUALITY (FOOD)

01.09.07

Band

Format / Location

12

AHMEDABAD

Ref No : HO - HR/ ABRL/ PMS-001; Date of Issue : July 25, 07; Validity: 31st March, 2008; Version No : 1; Confidentiality : Moderately Confidential Format Owner : Home Office - HR , ABRL

The Philosophy … The Performance Setting & Self Development Plan is meant to be a development tool in Aditya Birla Retail Limited. It aims to establish an organisational environment where superior performance permeates every aspect of the ABRL Managers' professional life. It seeks to create a culture that inspires & empowers every individual to contribute his/her best in building the business and the organisation through self-development. It seeks to create an environment, which provides opportunities to recognise and develop achievers. It believes in the development and optimisation of human resources. It is based on the premise that people at all levels are capable of contributing to the overall team performance. It is based on the belief that clarity of goals and objective setting through a participatory process provides the foundation for "Superior performance". It believes that every individual is capable of setting, achieving objectives and assessing one's own performance. It underlines introspection as a means of growth.

Performance & Self Development Plan Setting Docket PSSP Docket Guidelines Introduction Structure of this PSSP Docket - This PSSP docket is opened at the beginning of every Financial year, and is closed at - This PSSP docket contains the following basic formats, namely, the end of the corresponding financial year after the performance / development Form 1 : Employee Background Form 2 : Performance Planning / reviews get completed. This PSSP docket is to be maintained by the respective Review employee Form 3 : Self Development Planning / Review - The relevant sheets of the completed docket are to be handed over by the respective employee to the respective Head of Dept / HO - HR / Format HR through their Reporting Manager at the end of the financial year after the performance / development reviews Terminologies Employee : PSSP is applicable to every Corporate (Home Office) / Regional / Zonal employee on the rolls of the organization. It will also cover the Store Manager & the Asst Store Manager Reporting Manager : The person to whom a given employee reports to in the organizational structure. In case of matrix structures, the operational (alternatively referred to as "administrative") reporting manager should take inputs from the concerned functional reporting manager. Reviewer : The Reporting Manager to the Reporting Manager of a given employee

Terminologies Performance Planning : Objectives / key projects to be pursued in the forthcoming period. This is determined by the role that a person is holding. Performance Planning is done at the beginning of the financial year through the identification of KRAs in PSSP form 2. Self Development Plan :This is the plan of action that an individual employee decides at the beginning of the year, for his / her capability / competency development, in line with the organizational priorities. While the employee is responsible for his / her development, by working along with the employee in preparing his / her SDPs, by reviewing the Self Development Plans during the Half Yearly & Annual reviews and by other required actions, the concerned reporting manager and the HR will support the concerned employee in realizing his / her Self Development Plans. Please refer to PSSP form 3

Guidelines on KRA Setting Other Important Points A KRA is a thrust area or the area of importance dictated by the needs of a business. It - In case of mid year transfers / role changes, the performance reviews for the period till is an area of focus that calls for Appraisee’s time, attention and resource. In may the date of transfer need to be completed by the concerned reporting manager, as part change in focus from year to year with the change in business context or organisational of the procedure for relieving procedures. Fresh KRAs for the remaining period of the goals. year need to be defined by the respective employee for the new role. At the beginning of the year, the Appraiser shares the organisational and functional goals to help the Appraisee prepare his list of KRAs for the year. KRA's are derived from an Appraisee’s function such as Marketing, HRD, Finance and so on. The Appraisee documents his KRA's, in order of priority on the performance plan - review form(PSSP Form 1). Please arrange your KRA's in the four buckets of Financial , Process ,People & Org Development and Customer . You need at least one KRA in each quadrant. The number of KRA's are to be restricted between 5 & 8. Each KRA needs to be simple,measurable,achievable,result oriented & time bound. The target for each measure of completion needs to be set. An element of challenge needs to be built into them. Each KRA should have a minimum weightage of 10%. The total cumulative wieghtage of all KRA's should equal 100%. Any exceptions to the above guidelines need to be approved by the Head of HR - ABRL

PSSP Calendar Apr

May

Jun

Jul

Aug

Sep

Oct

Regular Employee Self Review / Feedback

VPP/ Salary Review

Nov

Dec

Jan

Feb

Mar

Regular Employee Self Review / Feedback

HY PSSP

Perf Planning KRA (Setting)

•Half yearly Review (Apr – Sep) •Performance Review •Development Review •In case of Matrix Reporting, the prime reporting manager should ensure that feedbacks from all other reporting managers are incorporated. •PSSP: Performance Setting & Self Development Plan

Performance Setting & Self Development Plan Docket For the Financial Year 2007- 2008 (To be filled in and maintained by the respective employee. Please hand over the completed docket to your reporting manager after the annual review in April)

Employee Background

(PSSP Form 1)

Employee Name

KUNAL ASHOK SHINDE

Employee Code

1001785

Designation / Department

OFFICER / QUALITY (FOOD)

Band

12

Date of Joining

01.09.07

Qualification

B.Sc.Agriculture, M.Sc.BIOTECH (PART-II,APPEAR), M.B.A- I st Yr.

Dept / Category

Quality- Food

Location of Posting

AHMEDABAD

Format Reporting Manager

Mr. VIRENDRA YADAV

Career Progression at Aditya Birla Group (starting from last assignment till DOJ in Aditya Birla Group) Sl

From - To

Designation

Role

1

01.09.07- Till Date

OFFICER / QAUALITY (FOOD)

Quality Assurance -Fruits & Vegetables .

Major Training(s) / Certification(s) 1.Completed the training of Agriclinics & Agribusiness Centers Scheme of Govt. of India at Agril.College,Pune

3.Completed the Computer Literacy, MS-CIT Programme

2.Completed the Integrated training course on Ginning & Cotton Fiber Quality Evaluation at CIRCOT,Nagpur Brief Description of Role Special Projects Sl

Project Title

Brief on the project

1

Antibacterial & Antifungal Activities Of Medicinal Plants (Orchid,Wild Turmeric,Fern)From Satpuda Ranges.

Role in the project team

Works During M.Sc.biotech.in School of Life Sciences at N.M.U,Jalgaon -Extractions of plant As a Team parts(leaves,rhizome) in different member. (Total 4 solvents ,To check Antibacterial & members) Antifungal Activities of extract & To compare with Std.Antibiotics.

Project completion status

All the Plants under study has exhibited good Antibacterial Activity against Few Gram +ve ,ve bacteria & Bacillus spp.

PSSP is to help you Contribute, Learn and Develop - TAKE CHARGE !

Performance Setting & Self Development Plan Docket For the Financial Year 2007 - 2008

Performance Planning / Review Form (PSSP Form 2) Employee Name Designation / Department

KUNAL ASHOK SHINDE OFFICER / QUALITY (FOOD) Performance Planning

Financial Process Customer

1001785 / 12

Format / Location Half Yearly

(*)

AHMEDABAD / Annual (*) Performance Review

Target

Weightage

Details of Achievements / Shortfalls / Learnings (**)

Self Score (***)

8-Mar

20

Increase in AB % of SKUS from CC's from 83 to 97 % with 100 % in few

19

1) 100% availability & implementation of specifications for all marchandised goods

Mar-08

20

Followed and implemented all possible norms & specifications to incoming material

19

2) Implementation of standards & 100% compliance with fumigation & frequency for pest control, fumigation & pest control schedules, above 60% housekeeping. rating for housekeeping.

Mar-08

15

All possible measures taken to undertake pest control

14

15

Undertaken as per specifications

13

Key Objectives / Strategies / Projects

People & Org Development

Employee Code / Band

Measure(s) / Measure(s) of Completion

Coordinate with buying & collection centre to 15% month on month improvement on improve the quality of incoming material. input & G&S rejections.

1) Implementation of quality specification for all local & imported fruits & vegetables.

1) Adherence to sampling, grading & sorting norms, temp norms, Ethylene/non ethylene segregation norms to ensure compliance with ABRL specifications.

Systems audits to ensure compliance.

2) To implment proactive systems and measure in ensuring 100% Legal & Satutory compiance.

No compliants from W&M authorities.

Mar-08

15

Implemented & Followed.

13

1) Impart training on defects, G&S, storage norms & conditions, harvesting norms to 3PSP & CC.

Spend 20 man days per annum on this activity.

Mar-08

15

Trained all CC persons, labours (at DC) about quality maintainance

15

Mar-08

Final Score (***)

% Achievement (***) 93 Name, Signature & Date Employee

Reporting Manager

Employee

Reporting Manager

(*) Strike out that which is not applicable (**) Use additional sheets as required (***) Applicable only for Annual Review; Not applicable for HY Review Use the photocopy of the filled in Performance Planning form, for the HY / Annual Reviews Provide photocopy of the filled in Performance Review forms (with annexures as applicable) after the HY reviews to the Reporting Manager (for forwarding to HR) Note : Please restrict No of KRAs to 5 - 8; Each of the four perspectives should at least have one KRA; Weightage for each KRA should at least be 10 %; Any exceptions to these need Head - HO HR's Approval

Performance Setting & Self Development Plan Docket For the Financial Year 2007- 2008

Self Development Planning / Review Form (PSSP Form 3) Employee Name Designation / Dept

KUNAL ASHOK SHINDE OFFICER / QUALITY (FOOD) Development Planning

Employee Code / Band 1001785 / 12 Format / Location AHMEDABAD Half Yearly (*) / Annual (*) Development Review

Sl

Leverageable Learning / Strength Strengths / Enhancement Development Needs Objectives

My SDP (Incl Measure of Completion)

1

Stick to quality specifications

Improving quality

Increase in AB %

Remarkable improvement in AB quality of material

2

Coordination with sourcing persons

Improving quality

Increase in AB %

Remarkable improvement in AB quality of material

Time Frame

Details of Achievements / Shortfalls / Learnings (**)

3 4 Name, Signature & Date Employee

Reporting Manager

Employee

Reporting Manager

(*) Strike out that which is not applicable (**) Use additional sheets as required Use the photocopy of the filled in Development Planning form, for the HY / Annual Reviews Provide photocopy of the filled in Development Review forms (with annexures as applicable) after the HY reviews to the Reporting Manager (for forwarding to HR)

KRA Setting Process Reporting Mgr receives the PSSP form from HR

Inputs from Reporting Manager’s Perf Planning & Review Form

Reporting Mgr to percolate forms down to next level of reportees

Inform employee to complete Perf Planning Form and Self Development Planning Form

Decide on Weightage for each goal. Decide on 5 - 8 Objectives for the year. Identify measurable and achievable targets. The targets need to be SMART Specific Measurable Achievable Realistic Time bound Decide on milestones for tracking At least one KRA per quadrant 10% min weightage per KRA

Employees to complete PSSP Docket

Reporting Manager to sit with employee to go through Perf Planning & Self Development Planning Form

Employee and reporting Manager to sign off PSSP Docket

End of PSSP setting process

Reporting Mgr to look at importance of relevant objectives and the weightage As well as scoring

One copy of PSSP with Reporting Mgr , One copy with employee and one copy with HR