HRM Project on Performance Appraisal

Team Members:Asif JamalNaveen P

Ronit KunduVarun Acharya

Company : Airtel

Bharti Airtel

• Largest Private Integrated Telecom Company in India

• 3rd Largest Wireless Operator in the World

• Largest & Fastest Growing Wireless Operator in India

• Largest Telecom Company listed on Indian Stock Exchange

GROUP 72

Organisational Structure

CEO (India)

Circle CEOs

Functional Heads

Organisational Structure

Functional HeadZBMZSMTSMFSEs

Performance According To Airtel

Employee should be adoptable to changes in business environment

Deliver on multiple KPI (Key Performance Indicator)

Person should be able to work in dynamic environment

Performance Appraisal According To Airtel

Company’s philosophy – Not just jobs but careers

Believes in giving robust careers

Gives the employee the ground reality

Objectives of Performance Appraisal

Airtel calls themselves an impatient organization

An employee stays for a maximum period of one year or one and a half year

Result of this principle – promotion, transfer, termination

Objectives… Enhance employee’s effectiveness by helping to

identify their strengths and weaknesses

Develop inter-personal relationships

Identifying training and development needs of employees

Enable productive feedback and performance discussions

Key inputs to career planning

Benefits of PA to Employer

Performance Appraisal helps employer to differentiate talent of the employees

Employer will take decision with respect to promotion, transfer, termination

Benefits of PA to employee

They assess not only employee’s deliveries but also their capabilities

Employee

RM

People skills

Sales Skills

Features appraised in PA process

Airtel follows a competency framework

Values Alive (needs of the customers) Inclusive (serving the diversity) Respectful (living the life of the customer)

Factors considered during PA process

Considers the performance of the employee

Considers the Reporting Manager’s input

RM+1 input

People who appraise in the organization

Reporting Manager (RM)

RM+1

Functional head

HR

PA process frequency

Performance appraisal process happens twice a year

1. Mid year – course correction

2. Year end - (rating on performance)

PA Process

Set KRAs(April)

Mid Year Review

KRA(October)

Access Leadership Potential(January)

Final Assessmen

t(March)

Performance StandardsEstablished

KRAs for each role

Employees need to deliver around the KPIs

Performance StandardsCommunicated

By the RM

Takes place in the initial phase

Not part of the induction process

Comparison of Performance Standard

Co-workers (team)

Past record

Actions taken for PA Process

Reporting Manager actually communicates with the employee

He will give feedback to the employee

Next step would be promotions, transfers, termination

Performance Appraisal methods followed in Airtel

KRA based appraisal

KRA changes from on job to job

Method is same for every job role in the organization

Thank You