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APPRAISAL
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Performance AppraisalPerformance Appraisal (PA) refers to all those
procedures that are used to evaluate the
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ObjectivesProvide a basis for promotion/ transfer/
termination.
Enhance employees effectiveness byhelping toidentify 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.
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Bharti Airtel
Largest Private Integrated Telecom Company
in India.
3rd largest Wireless Operator in World.
Largest & Fastest growing wireless operatorin India.
Largest Telecom Company listed on IndianStock Exchan e.
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Performance Appraisal
@ Airtel
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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 theindividual participant in a clear way designed
to promote understanding, acceptance and
ultimately behavior.
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Confidential Report
Prepared at the end of the year.
Prepared by the employees immediate
supervisor.
The report highlights the strengths and
weaknesses of employees.
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Management byObjectives
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
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Key Elements Of MBO
This process has the following steps:
Identify KRAs.
Define expected results.
Assign specific responsibilities to
employees.
Define authorit and res onsibilit
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TECHNIQUES ATAIRTEL
ESSAY TECHNIQUE : Appraiser recordsoverall 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
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PERFORMANCEAPPRAISAL
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e POWERINGLaunch 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 whodisplays that behaviour best also telling the
reason for selection.Declare region-wise and vertical wise winners.
Role play.
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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.
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e NGAGINGEmployee experiences.
Designating functional heads as Knowledge
Champions and setting up a community orexperts instrumental in enhancing KnowledgeManagement at Airtel.
Implement floor walks, tea sessions, informal
gatherings especially with middle levelemployees and line managers.
Drive improvements much faster.
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e NERGIZINGInvolvement of employees in decision making
or influencing.
Use technology webinars, live chats, activeblogs.
Assess behaviour initiatives, out-of-the-boxthinking, awareness.
Include informally in appraisal evaluation.
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FORMS
Development objective title:
Steps you will take toachieve the objective:
Du
e:
1.PERFORMANCE PLAN FORM(GOAL SETTING)
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SCALE:1.FAR EXCEEDS
EXPECTATIONS
2.EXCEEDS
EXPECTATIONS3.MEETS
EXPECTATIONS
4.BELOW
EXPECTATIONS5.NEEDS
IMPROVEMENT
PARAMETERS:1. ATTITUDE,
MOTIVATION
2. INITIATIVE
3. WORK QUALITY
4. WORK EFFICIENCY(WORKHOURS/RESULTS)
5. TEAM WORK6. ORGANIZATION
ABILITY
7. RESPONSIBILITY
2. NON MANAGEMENT ANNUAL
APPRAISAL
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PERSONAL ATTRIBUTES1.QUALITY
2.DESIRE TO IMPROVE QUALITY
3.JOB KNOWLEDGE
4.COMMUNICATION
5.INTERPERSONAL SKILLS
6.CONFLICT RESOLUTION
7.TEAMWORK8.ETHICS
9.INITIATIVE
10.GOAL SETTING
2. MANAGERIAL ANNUAL APPRAISAL
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