Process of Performance Management Ppt
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Transcript of Process of Performance Management Ppt
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PERFORMANCE MANAGEMENT
REPORT
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SUBMITTED TO: Sir Jameel Rao
PRESENTED BY: Shireen Aslam - 20 Moazzam Malik - 34 Mehreen Afzal - 02
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Contents
Introduction of ZongHR Department of ZongPerformance Management System of ZongAssessment Ratings TechniquesRecommendations
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INTRODUCTION
In 2007 China Mobile Company introduced its new brand in Pakistan called “ZONG” formally “Paktel” with introductory slogan “Say everything” or “Sub Kah Do”.
VISION “Making Communication Exciting”
Become an indispensable digital life partner
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MISSION To lead the future innovatively through: - Customer Centricity- Boundary less Team- Organizational AgilityCORE VALUES Integrity & AccountabilityOpennessPerseverancePassionEfficient Execution
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Hierarchy of ZONG
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STRUCTURE OF HR DEPARTMENT AT ZONG
Chief HRM OfficerDirector HRMSenior HR ManagerRegional HR ManagerAssistant HR ManagerTeam LeaderTeam
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HR Department at ZONG in Multan
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Process of Performance Management at ZONG
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Planning Performance: setting Key Result Area’s (KRA’s), objectives and standards that are linked to corporate strategy, development plans.
Maintaining Performance: monitoring, feedback,
coaching and mentoring and regular interactions regarding goal achievement
Reviewing Performance: formal feedback, 360
degree feedback and ratings – evaluating performance
Rewarding of Performance: increases, bonuses, incentives, etc
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Assessment Ratings Techniques
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RECOMMENDATIONS
Effective management of individual and team performance is a crucial and central requirement to ensure stakeholder requirements, organizational strategy and business goals are attained. This requires accurate data regarding performance levels of business units, teams and individuals, and therefore the need for a standardized and formal performance management system.
Despite the importance of performance management, most organizations
find it difficult to implement, manage and sustain performance management systems and processes effectively. It is therefore crucial to ensure adequate planning, evaluation and training is done that will support a sustainable process.
We recommend that the process of T & D should be considered after the
interim and annual reviews of employee’s performance. Performance management will remain on the agenda in many corporate
meetings, and will be a key concern for ZONG HR practitioners and managers for many years to come
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