Performance management in airtel
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Performance Management on
BY,
HARI THIRUMAL
PGP B’03
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Bharti Airtel
Indian multinational telecommunications services company headquartered in New Delhi, India. It operates in 20 countries across South Asia, Africa, and the Channel islands.
Airtel is the world's second largest mobile telecommunications company by subscribers, with over 275 million subscribers across 20 countries as of July 2013.
Airtel is the Second largest in-country mobile operator by subscriber base, behind China Mobile.
The company has a submarine cable landing station at Chennai, which connects the submarine cable connecting Chennai and Singapore.
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Bands
Unclassified Category : Top Management
Band 3 : Sr.VP, VP, GM
Band 2 : DGM, Sr. Mgr
Band 1 : Mgr. Asst Mgr
Band F & SM : Sr. exe, Exe
Band S : Officers and Leads
200 Employees in
this Nodal Officer - Airtel
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Hay Job Evaluation
The focus is on the nature and the requirements of the job itself.
Not on the skills, educational background, personal characteristics.
Not on the current salary of the person holding the job.
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Philosophy of PMS
Performance Management
System
Reward Performance
Meaningful Performance Discussion
Career Planning
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Objectives of PMS
Reward for performance and drive business results
Focus on leadership behaviors for potential assessment and development
Enable productive feedback and performance discussion
Key input to career planning
Enable process efficiency& adherence.
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Components of Performance Management
System
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Independent Achievement & Leadership Ratings(A & L)
Independent cycles for achievement and leadership competency assessment-no complex matrix
KRA linked to Achievement rating only; Potential measured through the Leadership rating
Increments related to both Achievement & Leadership ratings
Achievement assessments in Mar/Apr
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Simplified Leadership Competencies
Competency behaviors simplified-Linked with the Bharti Airtel DNA
No self appraisals-only top 2 strengths and development needs
No competency assessment in the Mid-Year.
Leadership assessment in February
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PMS System(KRA & competencies)
Online system for filling in KRAs in the final assessment.
Simplified one-page KRA form.
Online competency assessment form.
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Simplified Normalization Process
Ratings recommended by the reporting manager & approved by reviewer (Super Boss)
Band 1 and Band 2 normalization at circle level
Band 3 and above normalized at Airtel Center for each Function.
Exited Employees shall not be considered in the normalization process.
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Performance Management Framework
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PMS Framework for Band F Employees
Assessment on KRAs only; Leadership Competencies not included
Normalization will be intra-unit
Unit Performance will determine the bell curve
Performance Rating Scale will be consistent with other bands: A1/A2/A3 and A4
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Performance Management Process
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KRA Setting
Based on job requirement Specific
Measurable
Achievable
Realistic
Time Bound
Challenging
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Steps in PMS
Step 1KRA setting
•KRA setting by Reporting Manager (RM)•Matrix Reporting Manager (MRM)
Step 2Mid Year KRA Review:
•MRM: Provide performance input to RM•RM: One-on-One discussion with employee on performance; Finalize support channels
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Steps in PMS
Step 3Assessment of Leadership Potential
•Self Assessment by Employee•Leadership Potential Assessment by Reporting Manager
Step 4Assessment of Performance on KRAs &
Normalization
•Self Assessment by Employee •Rating linked KRA Assessment by Reporting Manager
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Annual Assessment Process
•Capture performance inputs from MRM
•Competencies• One-on-One discussion • Recommend “L” rating• Submit to Reviewer
•KRAs• One-on-One discussion• Determine % ach• Recommend “A” Rating• Submit to Reviewer
•Identify SDP areas
•Review extremes of assessment
•Validate recommended rating
•Participate in normalization
Role of Employee Role of RM
Provide performance inputs to RM
Role of MRM
Role of Reviewer
RM- Reporting ManagerMRM- Matrix Reporting Manager
•Leadership Competencies
• Identify 2 strengths & development areas
• Submit the above as Self Assessment
•KRAs• Document progress /
hits / misses• Submit the above as
Self Assessment
•Identify SDP Areas in discussion with RM
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PMS Calendar
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Realignment of KRA
Realignment of KRAs can happen on account of :-
TransfersPromotionsOrganizational changes
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Key activities and timelines for Employees
Activities Start Date End Date
Mid Year Self Review 15th October 31st October
Self Assessment on “L” rating 5th January 20th January
KRA Setting for next year 1st March 31st March
Self Assessment on “A” rating 1st April 15th April
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Key activities and timelines for Reporting Manager
Activities Start Date End Date
Mid Year Review 1st November
30th November
RM Assessment on Leadership Competencies & functional skills + Inputs on Career options
15th January
31st January
Development Plan for team members 1st January 31st January
KRA Sign-off for next year 1st April 30th April
RM Assessment on “A” rating 15th April 30th April
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Thank You