MBA HRPerformance Management

GROUP MEMBERS NIKITA HADAWALE DEEPAL CHASIA HEMANT NAIK DAVIS JOSEPH

According to Armstrong and Baron (1998), “Performance Management is both a

strategic and an integrated approach to delivering successful results in organizations

by improving the performance and developing the capabilities of teams and

individuals”

The term performance management gained its popularity in early 1980’s when total quality management programs received utmost importance for achievement of superior standards and quality performance

OBJECTIVES OF PERFORMANCE MANAGEMENT To enable the employees towards

achievement of superior standards of work performance.

To help the employees in identifying the knowledge and skills required for performing the job efficiently as this would drive their focus towards performing the right task in the right way.

Boosting the performance of the employees by encouraging employee empowerment, motivation and implementation of an effective reward mechanism.

Promoting a two way system of communication between the supervisors and the employees for providing a regular and a transparent feedback for improving employee performance and continuous coaching.

Identifying the barriers to effective performance and resolving those barriers through constant monitoring, coaching and development interventions.

Creating a basis for several administrative decisions strategic planning, succession planning, promotions and performance based payment

BOOZ ALLEN'S PERFORMANCE MANAGEMENT MODEL

PERFORMANCE MANAGEMENT SYSTEM

IN BSNL

BHARAT SANCHAR NIGAMLIMITED

Bharat Sanchar Nigam Ltd. wasformed in October, 2000. The company offers wide ranging & most

transparent tariff schemes designed to suit every customer.

BSNL is the only service provider, making focused efforts and planned initiatives to bridge the Rural-Urban Digital Divide ICT sector

BSNL has more than 2.5 million WLL subscribers and 2.5 million Internet Customers who access Internet through various modes.

The company has vast experience in Planning, Installation, network integration and Maintenance of Switching & Transmission Networks and also has a world class ISO 9000 certified TelecomTraining Institute.

SERVICES PROVIDED BSNL Landline BSNL Mobile BSNL WLL Internet Services ISDN Leased Line Video Conferencing EPABX

ASPIRATION Be the leading Telecom Service Provider in

India with global presence. Create a customer focused organization with

excellence in sales, marketing and customer care.

Provide a conducive work environment with strong focus on performance.

HUMAN RESOURCE ATBSNL

Bharat Sanchar Nigam Limited has a vast

reservoir of highly skilled and experienced work

force of about 3,57,000 personnel.

With a corporate philosophy that considers

Human Resource as the most prized assets of

the organization, it's natural for BSNL to

continually hone employee skills, enhance their

knowledge and their expertise and their

aspirations to fruition.

OBJECTIVES OF PMS

To help achieve departmental objectives through staff.

To evaluate performance and improve communication between managers and staff on managing performance.

To provide opportunities for development.

ROLES IN THEPERFORMANCE APPRAISAL

PROCESS

1) Reporting Manager2) Reviewer3) HOD4) HR Head5) Normalization Committee

Reporting Manager Provide feedback to the reviewer /

HOD on the employees’ behavioral traits indicated in the PMS Policy Manual

Ensures that employee is aware of the normalization or performance appraisal process

Address employee concerns / queries on performance rating, in consultation with the reviewer.

Reviewer Discuss with the reporting managers

on the behavioral traits of all the employees for whom he / she is the reviewer

Where required, independently assess employees for the said behavioral traits; such assessments might require collecting data directly from other relevant employees

HOD Presents the proposed Performance

Rating for every employee of his / her function to the

Normalization committee. HOD also plays the role of a

normalization committee member Owns the performance rating of every

employee in the department

HR Head

Secretary to the normalization committee Assists HOD’s / Reporting Managers in communicating the performance rating of all the employees

Normalization Committee

Decides on the final bell curve for each

function in the respective Business Unit.

Reviews the performance ratings

proposed by the HOD’s to ensure an

unbiased relative ranking of employees

on overall performance, and thus finalize

the performance rating of each employee

Behavioral Traits

Some of the qualitative aspects of an employees’ performance combined with the general behavior displayed by the employee during a year constitutes his behavior traits.

Paramaters : 20% weightage for every parameter

FBE – Far Below Expectations BE - Below Expectations CME – Constantly Meeting Expectations EE - Exceed Expectations FEE - Far Exceed Expectations

Scoring : 0 to 1.4 for every parameter