31374535 performance management system at airtel

8/2/2019 31374535 Performance Management System at Airtel

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APPRAISAL


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Performance AppraisalPerformance Appraisal (PA) refers to all those

procedures that are used to evaluate the


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ObjectivesProvide a basis for promotion/ transfer/

termination.

Enhance employees effectiveness byhelping toidentify 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.


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Bharti Airtel

Largest Private Integrated Telecom Company

in India.

3rd largest Wireless Operator in World.

Largest & Fastest growing wireless operatorin India.

Largest Telecom Company listed on IndianStock Exchan e.


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Performance Appraisal

@ Airtel


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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 theindividual participant in a clear way designed

to promote understanding, acceptance and

ultimately behavior.


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Confidential Report

Prepared at the end of the year.

Prepared by the employees immediate

supervisor.

The report highlights the strengths and

weaknesses of employees.


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Management byObjectives

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


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Key Elements Of MBO

This process has the following steps:

Identify KRAs.

Define expected results.

Assign specific responsibilities to

employees.

Define authorit and res onsibilit


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TECHNIQUES ATAIRTEL

ESSAY TECHNIQUE : Appraiser recordsoverall 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


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PERFORMANCEAPPRAISAL


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e POWERINGLaunch leadership or culture awards

Identify a dozen behaviour that you would like

everyone to have.Take one behaviour per month and ask each

employee to select any one colleague whodisplays that behaviour best also telling the

reason for selection.Declare region-wise and vertical wise winners.

Role play.


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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.


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e NGAGINGEmployee experiences.

Designating functional heads as Knowledge

Champions and setting up a community orexperts instrumental in enhancing KnowledgeManagement at Airtel.

Implement floor walks, tea sessions, informal

gatherings especially with middle levelemployees and line managers.

Drive improvements much faster.


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e NERGIZINGInvolvement of employees in decision making

or influencing.

Use technology webinars, live chats, activeblogs.

Assess behaviour initiatives, out-of-the-boxthinking, awareness.

Include informally in appraisal evaluation.


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FORMS

Development objective title:

Steps you will take toachieve the objective:

Du

e:

1.PERFORMANCE PLAN FORM(GOAL SETTING)


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SCALE:1.FAR EXCEEDS

EXPECTATIONS

2.EXCEEDS

EXPECTATIONS3.MEETS

EXPECTATIONS

4.BELOW

EXPECTATIONS5.NEEDS

IMPROVEMENT

PARAMETERS:1. ATTITUDE,

MOTIVATION

2. INITIATIVE

3. WORK QUALITY

4. WORK EFFICIENCY(WORKHOURS/RESULTS)

5. TEAM WORK6. ORGANIZATION

ABILITY

7. RESPONSIBILITY

2. NON MANAGEMENT ANNUAL

APPRAISAL


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PERSONAL ATTRIBUTES1.QUALITY

2.DESIRE TO IMPROVE QUALITY

3.JOB KNOWLEDGE

4.COMMUNICATION

5.INTERPERSONAL SKILLS

6.CONFLICT RESOLUTION

7.TEAMWORK8.ETHICS

9.INITIATIVE

10.GOAL SETTING

2. MANAGERIAL ANNUAL APPRAISAL


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31374535 performance management system at airtel

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