Analyzing Accenture's Employee Performance & Review Process

This report provides a comprehensive overview of Accenture's employee performance review process. It details the organization's background, the stages involved in the performance review, and a sample memo from the HR manager outlining the process to employees. It also includes a sample employee performance review form and a guide for managers on providing effective feedback during the review meeting. The report emphasizes the importance of clear communication, goal setting, and continuous improvement in the performance management process, highlighting Accenture's approach to fostering employee development and organizational success. The document provides insights into how Accenture ensures consistency, promotes open communication, and identifies areas for improvement within its workforce.

ACCENTURE EMPLOYEE PERFORMANCE REVIEW PROCESS
ACCENTURE EMPLOYEE PERFORMANCE REVIEW PROCESS
Name of the student
Name of the University
Author note

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ACCENTURE EMPLOYEE PERFORMANCE REVIEW PROCESS
Accenture is considered as one of the largest consulting, digital technology operating
company in Australia. This organization have the ability of helping the clients for designing and
managing the enterprise Scale business and the technology transformations (Shrivastava 2018).
Accenture provides best services to their clients as they want to innovate, grows and make
positions of the organizations in the future process (Adler 2018). Accenture is able to provide the
Australian companies to compete globally with the locally relevant insights, services and
solutions. These also help the Australian organizations to implement their client’s ideas by
focusing on the value creation and the business outcomes (Shields et al. 2018). Accenture also
provides the delivery excellence, harnessing the deep industry, technology experience, process
and also increases the large scale, various change capabilities. Accenture helps Australian
organization are able to build the long termrelationships with the client. Accenture’s new model
is designed for creating the better chart of the ongoing performances as discussed between the
employees and their managers (Norton et al. 2015). This is found out that Accenture had been
preparing to revamp up to more than 90 of its old methodologies with the new process
(Nica2016). This organization is shifting their focus to the immediate performance development
except the annual forced ranking on the basis of the past year’s metrics and the company is also
using the internal app for helping those within the organization that relay on the feedback(Adler
et al. 2016).
The employee evaluation process are needed to be maintained by the following stages:
 The supervisors decides the date for the evaluation process through meetings with the
staff members and also provides the two weeks’ notice regarding the date of the meeting.
 The employees are needed to complete the self evaluationform and need to submit the
form to the supervisor one week before the exams (Williams and Beck 2018).

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ACCENTURE EMPLOYEE PERFORMANCE REVIEW PROCESS
 Employee and the supervisor meet for reviewing the self evaluation forms and discusses
the performance factors and goes over the evaluation of supervisors
(https://www.bloomberg.com/research/stocks/private/snapshot.asp?privcapId=54615838)
 The supervisors and employees should set goals for the upcoming years and needed to
discuss the training needs (Zak 2017).
 Supervisors needs to complete the comments section on the form after the meeting and
need to forward it electronically to the employee.
 Employee are needed to add his or her own comments, print the forms, signs and
forwards it to the supervisor (Brecheret al. 2019).
 Supervisor need to sign the hard copies and forward both the evaluation form, the self-
evaluation form after completing it to the supervisor.
 The reviewer then receives all copies of the direct reports, reviews them and meets with
the supervisor whenever necessary.
 All the reviewed documents are needed to be send to HR for reviewing the professional
development needs by the overall compliance with the performance evaluation plan.
Then determines where the specific employees’ needs improvement plans for the future
process (Mone and London 2018).
 All the evaluations are need to be kept confidential and it can be accessible only to the
Vice Chancellor for the administration and Finance and the Chancellor for the reviewer
(Jafri 2017).
Memorandum
Date: xx/xx/xx
To: Accenture Employees
From: Accenture

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ACCENTURE EMPLOYEE PERFORMANCE REVIEW PROCESS
Manager of Human Resources
Subject:Employee Performance Review
The time has arrived once again for the annual employee performance evaluations, which is to be
completed for the System Administration employees. For providing the consistency of all the
employees, the single performance evaluation program and the forms can be used for evaluating
all the staff members. The annual performance plan is one step in the performance management
and it is considered as the performance conversation, where both the parties needs to participate
in the discussion. This performance plan is designed for promoting the open communications
between the supervisors and the staff members regarding the strengths and areas of
improvements related to both specific position responsibilities and the general performances.
The annual performance evaluation of Accenture identifies the employees those are taking
uninformed leave their ratio are exceeding. The employee performance are getting affected as
those are taking the uninformed leaves their production level are going below their average level.
Employees need to gain the updated technical skills as whenever there is requirement for the
implementation of high technical knowledge more than 60% of employees are lacking in that
sector.
The form are need to be determined for gaining strategies of improving the production level of
the company.
If there is any requirement then please do not hesitate to contact with me at the Human Resource
Office at (xxx) xxx-xxxx.
Employee Performance Review form

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ACCENTURE EMPLOYEE PERFORMANCE REVIEW PROCESS
Employee
Name
xxx Department xxxx
Employee ID xxx Reviewer Name xxxx
Position held Operation manager Reviewer Title Team member
Last date of review xxx Date of today xxx
Characteristics
Quality Unsatisfactory Satisfactory Good Excellent
Work quality
Working
consistency
Group work
Productivity
Honesty
Client
relations
Co-worker
relations
Goals
Goals achieved set in previous review
Bringing new innovative technology for the organization
Goals set for the next review
Growing strong relations among Co-workers

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ACCENTURE EMPLOYEE PERFORMANCE REVIEW PROCESS
Comments and approval
Comments
Manager needs to schedule the time for giving better feedbacks and ensuring that he is in
the right frame of mind. He also need to stay in the stable state of mind as it allows the person to
take proper judgement while giving feedback. Therefore, such preparations are required before
the meetings. The most powerful feedback comes from the reciepient himself only, thus manager
could offer him the opportunity of sharing his ideas or feelings. Manager also need to provide
him credits for his insights and could ask him his feelings regarding what he can do for changing
his behaviour. The better feedbacks includes the facts which manager have witnessed and not
including much of the incidents which happened, when he was not present. Manager also needs
to actively listen and check his emotions while giving feedbacks for the employees. The
feedbacks are needed to be ended on the positive note that is if the manager is able to begin his
feedback with something positive he has noticed. This will help manager to balance his negative
or the critical feelings and could lower the defensiveness, which the recipient might felt.
Similarly, ending the feedback on the positive note will help manager to provide the better
feedback for his benefit.
The purpose of the meeting is to provide the correct informations regarding the business
problems, the challenges of the business and its goals. This will also include the problems solved
and discussing the ideas and explaining something, reporting on the progress work. The meeting
shares informations regarding the progress of the work. The meetings could be slow or

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ACCENTURE EMPLOYEE PERFORMANCE REVIEW PROCESS
frustrating and can often go off track thus manager needs to ensure that the meetings should not
go wrong like this way.
The certain rules are needed to be maintained while constructing and giving feedback
that specifically describes the problem, which has been observed by the manager. Manager’s
feedback also focuseson the problem and not on the employee. The feedback also explains the
problem that is why it is indicated as the concern. The feedback also decides on the specific
action, which are need to be takenby agreeing on the specific follow up date. The feedback are
need to be prepared by following all the factor based on the way the meeting should be followed
and the time and place of meetings.

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ACCENTURE EMPLOYEE PERFORMANCE REVIEW PROCESS
References
Adler, R.W., 2018. Strategic Performance Management: Accounting for Organizational Control.
Routledge.
Adler, S., Campion, M., Colquitt, A., Grubb, A., Murphy, K., Ollander-Krane, R. and Pulakos,
E.D., 2016. Getting rid of performance ratings: Genius or folly? A debate. Industrial and
Organizational Psychology, 9(2), pp.219-252.
Bloomberg.com. (2019). Bloomberg - Are you a robot?. [online] Available at:
https://www.bloomberg.com/research/stocks/private/snapshot.asp?privcapId=54615838
[Accessed 16 Jan. 2019].
Brecher, D., Eerenstein, J., Farley, C. and Good, T., 2016.
Jafri, M.H., 2017. PERFORMANCE APPRAISAL ERRORS AND ITS INFLUENCE ON
EMPLOYEE ENGAGEMENT AND WORKPLACE TRUST: A STUDY ON UNIVERSITY
FACULTIES IN BHUTAN. Prestige International Journal of Management and Research, 10(2),
pp.19-25.
Mone, E.M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Nica, E., 2016. The effect of perceived organizational support on organizational commitment and
employee performance. Journal of Self-Governance and Management Economics, 4(4), p.34.
Norton, T.A., Parker, S.L., Zacher, H. and Ashkanasy, N.M., 2015. Employee green behavior: A
theoretical framework, multilevel review, and future research agenda. Organization &
Environment, 28(1), pp.103-125.

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ACCENTURE EMPLOYEE PERFORMANCE REVIEW PROCESS
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns,
R., O'Leary, P., Robinson, J. and Plimmer, G., 2015. Managing employee performance &
reward: Concepts, practices, strategies. Cambridge University Press.
Shrivastava, P., 2018. IMPACT OF EFFECTIVENESS OF PERFORMANCE MANAGEMENT
SYSTEM ON EMPLOYEE SATISFACTION AND COMMITMENT.
Williams, G. and Beck, V., 2018. From annual ritual to daily routine: continuous performance
management and its consequences for employment security. New Technology, Work and
Employment, 33(1), pp.30-43.
Zak, P.J., 2017. The neuroscience of trust. Harvard Business Review, 95(1), pp.84-90.