performance management system at airtel
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Performance management system at Airtel pptTRANSCRIPT
PERFORMANCE APPRAISAL SYSTEM
Performance AppraisalPerformance Appraisal (PA) refers to all those
procedures that are used to evaluate the
ObjectivesProvide a basis for promotion/ transfer/ termination.Enhance employee’s effectiveness by helping to identify their
strengths and weaknesses.Inform them about expected levels of performance . If employees understand their roles well, they are likely to be
more effective on the job.Identifying training and development needs of employees.Develop inter-personal relationships: Relations between
superior - subordinate can be improved through realization that each is dependent on the other for better performance and success.
Aid wage administration: Performance appraisal can help in development of scientific basis for reward allocation, wage fixation, incentives.
Bharti AirtelLargest Private Integrated Telecom
Company in India.3rd largest Wireless Operator in World.Largest & Fastest growing wireless operator
in India.Largest Telecom Company listed on Indian
Stock Exchange.
Organizational Structure
Why Airtel???Popular BrandFascination towards Telecom
Process of Performance Appraisal
•Establish Performance Standards•Communicate the Standards
Performance Appraisal @ Airtel
Confidential ReportDescriptive report
Prepared at the end of the year
Prepared by the employee’s immediate supervisor
The report highlights the strengths and
weaknesses of employees
Prepared in Government organizations
Does not offer any feedback to the employee
360o Appraisal System
It is a systematic collection and feedback of
performance data on an individual or group,
derived from a number of stakeholders
Data is gathered and fed back to the individual
participant in a clear way designed to promote
understanding, acceptance and ultimately behavior
Management by Objectives MBO emphasizes collectively set goals that are
tangible, verifiable, and measurable
Focuses attention on goals rather than on methods
Concentrates on Key Result Areas (KRA)
Systematic and rational technique that allows
management to attain maximum results from
available resources by focusing on achievable goals
Key Elements Of MBO Arranging organizational goals in a means-ends chain Engaging in joint goal setting
This process has the following steps:Identify KRAsDefine expected resultsAssign specific responsibilities to employeesDefine authority and responsibility
relationship Conducting periodic progress review Conducting annual performance review
TECHNIQUES AT AIRTELESSAY TECHNIQUE : Appraiser records
overall impressions about employee : strengths, weaknesses, promotability, development needs.
CRITICAL INCIDENT TECHNIQUE : Maintain daily log of what the employee does. Susceptible to favouritism.
FORCED DISTRIBUTION RANKING : Relative rankings of employees with each other. Employees allotted to certain performance category. Difficult justification of results.
STEPS INVOLVED IN PERFORMANCE APPRAISAL
e POWERINGLaunch leadership or culture awardsIdentify a dozen behaviour that you would
like everyone to have.Take one behaviour per month and ask each
employee to select any one colleague who displays that behaviour best also telling the reason for selection.
Declare region-wise and vertical wise winners.
Role play.
e NABLINGCreates time and space to think.Airtel instituted the “K$” as the unit of
performance credit.Assess knowledge assets, quality of
contributions.Rewards, promotions, incentives, gifts.
e NGAGINGEmployee experiences.Designating functional heads as “Knowledge
Champions” and setting up a community or experts instrumental in enhancing Knowledge Management at Airtel.
Implement floor walks, tea sessions, informal gatherings especially with middle level employees and line managers.
Drive improvements much faster.
e NERGIZINGInvolvement of employees in decision making
or influencing.Use technology – webinars, live chats, active
blogs.Assess behaviour – initiatives, out-of-the-box
thinking, awareness….Include informally in appraisal evaluation.
EMPLOYEE APPRAISAL FORMS
Development objective title:
Steps you will take to achieve the objective:
Due:
1.PERFORMANCE PLAN FORM
(GOAL SETTING)
SCALE:1.FAR EXCEEDS
EXPECTATIONS2.EXCEEDS
EXPECTATIONS3.MEETS
EXPECTATIONS4.BELOW
EXPECTATIONS5.NEEDS
IMPROVEMENT
PARAMETERS:1. ATTITUDE,
MOTIVATION2. INITIATIVE3. WORK QUALITY4. WORK EFFICIENCY
(WORK HOURS/RESULTS)
5. TEAM WORK6. ORGANIZATION
ABILITY7. RESPONSIBILITY
2. NON MANAGEMENT ANNUAL APPRAISAL
PERSONAL ATTRIBUTES1.QUALITY2.DESIRE TO IMPROVE QUALITY3.JOB KNOWLEDGE4.COMMUNICATION5.INTERPERSONAL SKILLS6.CONFLICT RESOLUTION7.TEAMWORK8.ETHICS9.INITIATIVE10.GOAL SETTING
2. MANAGERIAL ANNUAL APPRAISAL