Performance Management on

BY,

HARI THIRUMAL

PGP B’03

Bharti Airtel

Indian multinational telecommunications services company headquartered in New Delhi, India. It operates in 20 countries across South Asia, Africa, and the Channel islands.

Airtel is the world's second largest mobile telecommunications company by subscribers, with over 275 million subscribers across 20 countries as of July 2013.

Airtel is the Second largest in-country mobile operator by subscriber base, behind China Mobile.

The company has a submarine cable landing station at Chennai, which connects the submarine cable connecting Chennai and Singapore.

Bands

Unclassified Category : Top Management

Band 3 : Sr.VP, VP, GM

Band 2 : DGM, Sr. Mgr

Band 1 : Mgr. Asst Mgr

Band F & SM : Sr. exe, Exe

Band S : Officers and Leads

200 Employees in

this Nodal Officer - Airtel

Hay Job Evaluation

The focus is on the nature and the requirements of the job itself.

Not on the skills, educational background, personal characteristics.

Not on the current salary of the person holding the job.

Philosophy of PMS

Performance Management

System

Reward Performance

Meaningful Performance Discussion

Career Planning

Objectives of PMS

Reward for performance and drive business results

Focus on leadership behaviors for potential assessment and development

Enable productive feedback and performance discussion

Key input to career planning

Enable process efficiency& adherence.

Components of Performance Management

System

Independent Achievement & Leadership Ratings(A & L)

Independent cycles for achievement and leadership competency assessment-no complex matrix

KRA linked to Achievement rating only; Potential measured through the Leadership rating

Increments related to both Achievement & Leadership ratings

Achievement assessments in Mar/Apr

Simplified Leadership Competencies

Competency behaviors simplified-Linked with the Bharti Airtel DNA

No self appraisals-only top 2 strengths and development needs

No competency assessment in the Mid-Year.

Leadership assessment in February

PMS System(KRA & competencies)

Online system for filling in KRAs in the final assessment.

Simplified one-page KRA form.

Online competency assessment form.

Simplified Normalization Process

Ratings recommended by the reporting manager & approved by reviewer (Super Boss)

Band 1 and Band 2 normalization at circle level

Band 3 and above normalized at Airtel Center for each Function.

Exited Employees shall not be considered in the normalization process.

Performance Management Framework

PMS Framework for Band F Employees

Assessment on KRAs only; Leadership Competencies not included

Normalization will be intra-unit

Unit Performance will determine the bell curve

Performance Rating Scale will be consistent with other bands: A1/A2/A3 and A4

Performance Management Process

KRA Setting

Based on job requirement Specific

Measurable

Achievable

Realistic

Time Bound

Challenging

Steps in PMS

Step 1KRA setting

•KRA setting by Reporting Manager (RM)•Matrix Reporting Manager (MRM)

Step 2Mid Year KRA Review:

•MRM: Provide performance input to RM•RM: One-on-One discussion with employee on performance; Finalize support channels

Steps in PMS

Step 3Assessment of Leadership Potential

•Self Assessment by Employee•Leadership Potential Assessment by Reporting Manager

Step 4Assessment of Performance on KRAs &

Normalization

•Self Assessment by Employee •Rating linked KRA Assessment by Reporting Manager

Annual Assessment Process

•Capture performance inputs from MRM

•Competencies• One-on-One discussion • Recommend “L” rating• Submit to Reviewer

•KRAs• One-on-One discussion• Determine % ach• Recommend “A” Rating• Submit to Reviewer

•Identify SDP areas

•Review extremes of assessment

•Validate recommended rating

•Participate in normalization

Role of Employee Role of RM

Provide performance inputs to RM

Role of MRM

Role of Reviewer

RM- Reporting ManagerMRM- Matrix Reporting Manager

•Leadership Competencies

• Identify 2 strengths & development areas

• Submit the above as Self Assessment

•KRAs• Document progress /

hits / misses• Submit the above as

Self Assessment

•Identify SDP Areas in discussion with RM

PMS Calendar

Realignment of KRA

Realignment of KRAs can happen on account of :-

TransfersPromotionsOrganizational changes

Key activities and timelines for Employees

Activities Start Date End Date

Mid Year Self Review 15th October 31st October

Self Assessment on “L” rating 5th January 20th January

KRA Setting for next year 1st March 31st March

Self Assessment on “A” rating 1st April 15th April

Key activities and timelines for Reporting Manager

Activities Start Date End Date

Mid Year Review 1st November

30th November

RM Assessment on Leadership Competencies & functional skills + Inputs on Career options

15th January

31st January

Development Plan for team members 1st January 31st January

KRA Sign-off for next year 1st April 30th April

RM Assessment on “A” rating 15th April 30th April

Thank You