black & decker

Black & DeckerGroup C5

Apurv Toppo| Kshamank Soni| Mayank Sanghani| Saurabh Patel|Shruti Khatri | Sruthi P

About Black & Decker

• World’s largest producer in power tool industry

• Global presence in 109 countries

• Stable range of well-known winning brands

• Cultural differences across geographies

• Non-alignment of philosophies of managers

• Lack of processes in Eastern Hemisphere

Strengths

• Untapped human resources in Asia

• Nascent market in Eastern Hemisphere

• Established competitors in the Eastern Hemisphere

• Poaching of talent in a market with limited talent pool

Weaknesses

Opportunities Threats

Management by Objectives

One on one with the superior

Establishment of objectives

for the following year

Setting of criteria for progress

assessment

Interim/ follow-up meetings

Limitations

• Lack of genuine feedback• Opportunity for personal bias – lack of objectivity• Lack of knowledge on supervisor’s part

Appraisal Development Plan

Rolled out in 1992 in US to overcome limitations of MBO

Feedback from peers

Feedback from subordinates

Self-review by employee

Formal assessment by manager

Response• Quickly embraced by senior management• Preliminary evidence of improvement in performance• Longer but easier evaluation process for managers

Objective and Options

To transform the Eastern Division into a high performance organisation by 2001

Stay on course

Full speed with ADP

Hybrid ADP

Evaluation of Options

High Performance

Cultural Acceptance

Resource Constraints

Time Finance

Stay on course

Full-speed ADP

Hybrid ADP

Recommendation: Hybrid with Modifications

Gradual Rollout • Action plan spanning over 3 years

Top to Bottom Rollout

• Initial roll-out only at top management and phased roll-out at lower hierarchical level.

Orientation Session

• Communication to employees of the benefits and purpose of ADP.

Objective • Feedback by subordinates via anonymous forms with objective questions.

Evidence Based • Feedback by peers has to be with evidence of traits.

Outlier identification • Subjective feedback to be further processed only for outliers.

Mobility • Mobility of staff in different regions to alleviate zone specific problems.

Resolution of Problems via Modifications

SOLUTIONS

PROBLEMS

Gradual Rollout

Top to bottom rollout

Orientationsessions Objective Evidence

Based Outlier

Identification Mobility

Resistance to change ✓ ✓ ✓Anonymity ✓

Lack of candidness ✓ ✓ ✓Aversion to feedback ✓ ✓ ✓

Time ✓ ✓Finance ✓ ✓ ✓

Excessive Competition ✓ ✓ ✓Language Issues ✓ ✓

Modified Hybrid ADP: Action Plan

Orientation to ADP

Self and Superior Review

Peer Review

Feedback on ADP

Subordinate Review

Finalizing ADP

processes

Thank You