Performance Appraisal in Airtel
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Transcript of Performance Appraisal in Airtel
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