{"id":277,"date":"2018-02-15T07:49:45","date_gmt":"2018-02-15T07:49:45","guid":{"rendered":"http:\/\/grosum.com\/topTalk\/?p=277"},"modified":"2018-07-18T07:54:12","modified_gmt":"2018-07-18T07:54:12","slug":"saurabh-nigam-performance-management","status":"publish","type":"post","link":"https:\/\/grosum.com\/topTalk\/saurabh-nigam-performance-management\/","title":{"rendered":"Saurabh Nigam, Vice President-Human Capital, Omidyar Network"},"content":{"rendered":"

\"Saurabh<\/a>Saurabh Nigam<\/strong> is the Vice President-Human Capital<\/strong> of Omidyar Network<\/strong>. He has been recognized as one of the Top 25 Future HR Leaders<\/strong> of the Country by People Matters & DDI International.<\/p>\n

With the backing of a varied experience and an ever increasing desire to add value to self and exceed organizational expectations, He has risen up the corporate ladder at a fairly young age. He is the recipient of \u201cHR Leadership Award\u201d<\/strong> from the Asia Pacific HRM Congress 2010, \u201cYoung HR Professional of the Year\u201d<\/strong> at Asia’s Best Employer Brand Awards 2012 and the \u201cYoung HR Manager of the Year Award\u201d<\/strong> at IHRD National HR Conference 2012.<\/p>\n

Saurabh is a regular speaker<\/strong> at numerous National & International Conferences on topics like Compensation & Benefits, Talent Management and Managing Gen Y.<\/p>\n

How important is Performance Management (P.M.) in today’s high-flux organization?<\/h2>\n

Performance Management is perhaps one of the most important people intervention for any organization. A strong performance management system not only helps in getting everyone aligned on the over organization mission and goals but also goes a long way in building a culture of trust and meritocracy.<\/p>\n

How does P.M. actually help companies like yours?<\/h2>\n
    \n
  • Helps build alignment with organizational goal and mission<\/li>\n
  • Provide clarity on expectations from each and every individual in the organization<\/li>\n
  • Build a culture of trust and meritocracy<\/li>\n
  • Helps build a linkage between rewards and performance<\/li>\n<\/ul>\n

    What are the key gaps in current industry practices in managing employees\u2019 performance?<\/h2>\n
      \n
    • Many a time the performance management process is seen as a checkbox intervention and not enough emphasis is put on its usefulness.<\/li>\n
    • Not enough time is spent on defining clear and objective goals for every team member, which in turn defeats the whole purpose of having a performance management system<\/li>\n
    • Many organizations do not spend time and resources to build managerial capability in their managers which in turn can facilitate meaningful conversations and feedback discussions between managers and team members<\/li>\n<\/ul>\n

      How many employees in your organization & how are you managing their performance?<\/h2>\n
        \n
      • We have 25 team members in India<\/li>\n
      • We follow a bi-annual performance cycle<\/li>\n
      • Individual goals are set for a period of 6 months and the same\u00a0is\u00a0evaluated at the end of the period<\/li>\n
      • There are structured feedback sessions which take place between managers and team members at the end of 6 month period<\/li>\n
      • The managers also provide a performance rating on a 5 point scale to their team members at the end of every 6 months<\/li>\n
      • The individual bonus is linked to this performance rating<\/li>\n<\/ul>\n

        What makes a really effective P.M. programme? Any best practices to share.<\/h2>\n
          \n
        • A robust process to articulate organizational goals and objectively cascading them down to functional and individual goals<\/li>\n
        • A strong communication channel to articulate organizational goals and the process of performance management system<\/li>\n
        • Enabling managers to be objective in their assessment of team members and hold meaningful feedback conversations<\/li>\n
        • A good technology tool to automate the performance management system – should be intuitive and easy to use
          \nBuilding a strong linkage between rewards\/incentives and performance<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"

          Saurabh Nigam is the Vice President-Human Capital of Omidyar Network. He has been recognized as one of the Top 25 Future HR Leaders of the Country by People Matters & DDI International. With the backing of a varied experience and an ever increasing desire to add value to self and exceed organizational expectations, He has […]<\/p>\n","protected":false},"author":1,"featured_media":279,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[6],"tags":[],"_links":{"self":[{"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/posts\/277"}],"collection":[{"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/comments?post=277"}],"version-history":[{"count":3,"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/posts\/277\/revisions"}],"predecessor-version":[{"id":281,"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/posts\/277\/revisions\/281"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/media\/279"}],"wp:attachment":[{"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/media?parent=277"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/categories?post=277"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/tags?post=277"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}