Chai Pe Charcha - 2

ODCL, TEAM CBC 03.11.
2023
C H A I P E C H A RC HA
Case Statement: An XYZ organization is currently facing a challenge with an outdated performance management process. This has resulted in a disconnect between individual
performance and the organization's overall goals. How would you redesign it?
C: To begin, may I know what PMS the organization has and what are the current challenges Lastly, I would emphasize the importance of employee development. This can involve
faced regarding the PMS? creating individualized development plans, offering training and learning opportunities, and
I: OK, so let’s not restrict ourselves to a specific measuring system, and let’s keep it aligning personal goals with the overall success of the organization. Employee growth
general but if you were to find the challenges, how would you proceed? should be a central part of the performance management process.
C: I would conduct a comprehensive evaluation of the existing performance management I: How would you ensure that the redesigned performance management process is well-
process to understand its weaknesses and areas in need of improvement. This would received by employees and managers, or in other words, How would you ensure that the
involve gathering feedback from employees, managers, and HR by using surveys to gain a redesigned process is effectively implemented and embraced?
holistic view of the issue. C: To ensure the success and acceptance of the redesigned process, effective
I: Ok, what according to you can be some of the common weaknesses? communication and change management are crucial. I would develop a clear
C: The current performance management process may lack clear communication and communication plan to inform employees and managers about the changes, the benefits,
transparency, making it difficult for employees to understand their goals and expectations. and how they align with the organization's mission and values.
Also, an Individual’s Performance goals may not be well-defined or aligned with the Additionally, I would involve key stakeholders, including managers and HR professionals, in
organization's objectives, leading to confusion and misalignment. It might be an annual or the planning and decision-making process. This way, they can provide input, express
infrequent process, which doesn't provide timely feedback. Additionally, it may not concerns, and take ownership of the new process. My next step would be,
adequately address employee development and career growth, which are crucial for Training and Communication: Provide comprehensive training for both employees and
retaining and motivating talent. managers on the new process. Clear and consistent communication about the changes is
I: Ok Let’s say these are some of the weaknesses. Now, how would you propose crucial.
redesigning the performance management process to address these issues? Pilot Program: Run a pilot program to test the redesigned process with a small group of
C: Firstly, implementing continuous feedback mechanisms would be essential. This includes employees. Gather their feedback to make necessary adjustments.
regular check-ins, coaching, and real-time feedback that can help employees stay on track Performance Analytics: Continuously monitor and analyze performance data to identify any
and adjust as needed. areas that need improvement. Use this data to drive decision-making.
Secondly, setting clear individual performance goals that are aligned with the company's Recognition and Rewards: Implement a system for recognizing and rewarding outstanding
objectives is crucial. This connection motivates employees to contribute to the company's performance to motivate employees to engage in the process actively.
success. These goals should be specific, measurable, achievable, relevant, and time-bound Feedback Loops: Maintain open feedback channels for employees to express concerns and
(SMART). They should also be closely tied to the organization's strategic priorities. suggestions. And at last, regularly assess the success of the redesigned process and make
Thirdly, utilizing technology for real-time performance tracking can make a significant iterative improvements.
difference. This allows for easier data collection and analysis, making the process more I: Thank you for your comprehensive response.
efficient and accurate
ODCL, TEAM CBC 03.11.2023
Case Statement: Estimate the number of Maruti Suzuki Cars in India.
Approach : Top Down Methodology
Assumptions ▪ Calculate the Number of households
▪ Average household size in the country: 5 ▪ Segment the population on the basis of income
▪ Maruti cars have a 50% market share over the years ▪ Calculate number of 4-wheelers per household
▪ Lower Class and Poor do not own any cars ▪ Calculate the total number of 4-wheelers.
▪ Only passenger vehicles are considered ▪ Calculate the total number of Maruti cars based on assumption

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Chai Pe Charcha - 2

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ODCL, TEAM CBC 03.11.

Case Statement: Estimate the number of Maruti Suzuki Cars in India.

Approach : Top Down Methodology

Assumptions ▪ Calculate the Number of households

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