Performance Appraisal in Airtel
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Transcript of Performance Appraisal in Airtel
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HRM Project on Performance Appraisal
Team Members:Asif JamalNaveen P
Ronit KunduVarun Acharya
Company : Airtel
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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
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Organisational Structure
CEO (India)
Circle CEOs
Functional Heads
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Organisational Structure
Functional HeadZBMZSMTSMFSEs
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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
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Performance Appraisal According To Airtel
Company’s philosophy – Not just jobs but careers
Believes in giving robust careers
Gives the employee the ground reality
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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
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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
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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
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Benefits of PA to employee
They assess not only employee’s deliveries but also their capabilities
Employee
RM
People skills
Sales Skills
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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)
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Factors considered during PA process
Considers the performance of the employee
Considers the Reporting Manager’s input
RM+1 input
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People who appraise in the organization
Reporting Manager (RM)
RM+1
Functional head
HR
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PA process frequency
Performance appraisal process happens twice a year
1. Mid year – course correction
2. Year end - (rating on performance)
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PA Process
Set KRAs(April)
Mid Year Review
KRA(October)
Access Leadership Potential(January)
Final Assessmen
t(March)
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Performance StandardsEstablished
KRAs for each role
Employees need to deliver around the KPIs
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Performance StandardsCommunicated
By the RM
Takes place in the initial phase
Not part of the induction process
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Comparison of Performance Standard
Co-workers (team)
Past record
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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
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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
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Thank You