Performance management system at Airtel

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