Neptune Telecommunications
description
Transcript of Neptune Telecommunications
S
Neptune Telecommunications
Performance Management System
By:
Nicole Soprovich, Kristin Walton, David St. John, Andrew Thomas, Rachel Wang, Ran Zhang
Overview
Mission, Vision & Values Strategic Vision Corporate Structure Job Descriptions Hay Plan Reward Systems & Bonus Structure Implementation of new PM System Conclusion
Mission & Vision
Mission We fulfill communication needs by providing our customers
with quality service, lower prices and state of the art telephones.
Vision We strive to be a telecommunications leader with quality
mobile service by providing excellent customer service, reliability, reasonable prices and an amazing experience in our stores.
Our Values
Values Open and honest communication Ethical practices Knowledgeable and enthusiastic staff A desire to create change Accountability for product maintenance and services
Strategic Vision
Increase market share through effective marketing campaign
Accountable to all stakeholders, not just shareholders
Expansion to 25 retail locations by 2012 Implement successful performance management
system to improve employee morale and increase productivity
Corporate Structure
Chairman
President and CEO
CFO
Director of Investor Relations
Controller
Business Analyst
Director of Business
Development and Digital Media
Vice-President of Product
Development
Project Manager
Director of Marketing and
Sales
Vice-President of Internet Marketing
Vice-President of Marketing and
Sales
Director of Engineering
Vice-President of Solutions
Engineering
Vice-President Network
Engineering
Vice-President of Data Technology
and Systems
CLO Director of HR
Vice-President of HR
Manager of HR BC
Manager of HR Ontario
Job Descriptions
Hay Plan
How it works: Four factors are all one needs to look at in
determining the value of a job. The Four Factors of the Hay System
Know-how Problem solving Accountability Working conditions
Reward Systems
Traditional vs. Contingent Traditional focuses on seniority and hierarchy to
determine the level of pay Contingent pay plan based on performance; how
efficiently and effectively an individual is working Neptune Telecommunications will use a contingent
plan
Bonus Structure
Base salary Bonus 1 Quarterly cellular
phone sales exceeding $40,000.00
Bonus 2 Semiannual
cellular phone sales exceeding $100,000.0
0
Bonus 3 Annual sales
exceeding $300,000.0
0
Total possible
Sales consultant
$25,000.00 $5,000.00 $5,000.00 $10,000.00 $45,000.00
Quarterly sales
exceeding $2,000,000.0
0
Semiannual sales
exceeding $10,000,000.
00
Annual sale exceeding
$30,000,000.00
Advertising manager
$45,000.00 $10,000.00 $10,000.00 $10,000.00 $75,000.00
Quarterly sales of new products in excess of
2,000 units
Semi annual new product unit sales in exceeding 6,000 units
Annual goal Complete new product line ready for distribution
Vice President of
Product Development
$80,000.00 $10,000.00 $10,000.00 $20,000.00 $120,000.00
Implementing our PM System
Three phases of implementing our PM system:
The preparation before the appraisal meeting
Conducting the appraisal meeting/Implementing
The follow up after the meeting/Follow-up
Training
A well-developed performance management system in the General Work System should be followed: Outlining the value of the organization, and statement
of organization’s objective. Define the priority of each job responsibility and goal. A clear understanding of job expectations Regular feedback about performance Advice and steps for improving performance Rewards for good performance
Training
Some positive changes will employees see with the new process: More face to face time with your supervisor. Clear expectations agreed upon by both the
supervisor and employee. Enhanced training for supervisors. Improved communication between employees and
supervisors. ( Important) Growth and development opportunities.
Conclusion
Thank you!