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Edit Comment Close Premium member Presentation Transcript Slide 1: PERFORMANCE APPRAISAL SYSTEM Performance Appraisal : Performance Appraisal Performance Appraisal (PA) refers to all those procedures that are used to evaluate the Objectives : Objectives Provide 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 Airtel : Bharti Airtel Largest 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 : Organizational Structure Why Airtel??? : Why Airtel??? Popular Brand Fascination towards Telecom Process of Performance Appraisal Establish Performance Standards Communicate the Standards Performance Appraisal @ Airtel : Performance Appraisal @ Airtel Confidential Report : Confidential Report Descriptive 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 : 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 : 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 : Key Elements Of MBO Arranging organizational goals in a means-ends chain Engaging in joint goal setting This process has the following steps: Identify KRAs Define expected results Assign specific responsibilities to employees Define authority and responsibility relationship Conducting periodic progress review Conducting annual performance review TECHNIQUES AT AIRTEL : TECHNIQUES AT AIRTEL ESSAY 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 : STEPS INVOLVED IN PERFORMANCE APPRAISAL e POWERING : e POWERING Launch 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 who displays that behaviour best also telling the reason for selection. Declare region-wise and vertical wise winners. Role play. e NABLING : e NABLING Creates 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 NGAGING : e NGAGING Employee 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 NERGIZING : e NERGIZING Involvement 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 : EMPLOYEE APPRAISAL FORMS PERFORMANCE PLAN FORM (GOAL SETTING) Slide 20: SCALE: FAR EXCEEDS EXPECTATIONS EXCEEDS EXPECTATIONS MEETS EXPECTATIONS BELOW EXPECTATIONS NEEDS IMPROVEMENT PARAMETERS: ATTITUDE, MOTIVATION INITIATIVE WORK QUALITY WORK EFFICIENCY (WORK HOURS/RESULTS) TEAM WORK ORGANIZATION ABILITY RESPONSIBILITY 2. NON MANAGEMENT ANNUAL APPRAISAL Slide 21: PERSONAL ATTRIBUTES QUALITY DESIRE TO IMPROVE QUALITY JOB KNOWLEDGE COMMUNICATION INTERPERSONAL SKILLS CONFLICT RESOLUTION TEAMWORK ETHICS INITIATIVE GOAL SETTING 2. MANAGERIAL ANNUAL APPRAISAL THANK YOU! : THANK YOU! You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.