The Performance Appraisal

of GrameenPhone in

Bangladesh

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Appril 04,2007

Ms. Sabnam Jahan

Lecturer,

Faculty of Business & Economics,

Daffodil International University,

Dhanmondi, Dhaka-1207.

Subject: Application for accepting the assignment on ‘Performance Appraisal of telecommunication in BD.

Dear Madam,

With due respect and honor, We would like to inform you that it’s a great pleasure for us to submit this

report to you after completing all requirements relating to this Assignment within a short time. Our

Assignment is based on “The Performance Appraisal of GrameenPhone in Bangladesh”. Preparing this

Assignment we have got a clear idea regarding the telecommunication system of GrameenPhone and

the performance Appraisal system of them in the organization.

We have tried most to give our best effort in preparing this Assignment. We expect any suggestion and

recommendation for further improvement to prepare any Assignment from you.

Thanking you with regards.

Sincerely,

Md. Shahidul Islam

(On be half of the group- ‘A’).

________________

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Acknowledgement

Deep gratitude is expressed to our teacher Ms. Sabnam Jahan for giving us this type of assignment. The experience that we have gathered by preparing this assignment will help us in near future.

For preparing this assignment we have had to work hard. We have got several help from your lecture sheet, text book and GrameenPhone Ltd.

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Table of Contents:

Chapter – 1 : ---------------------------------------------------- 5Introduction

Problem Of StatementObjectivesMethodologyLimitation

Chapter – 2 : ----------------------------------------------- 6Theoretical Background

Basic Concept in Performance AppraisalDefinitionCharacteristics Of Performance AppraisalPurpose Of Performance AppraisalWho Make Performance Appraisal?Appraisal ProcessMethods Of Performance Appraisal

Chapter – 3 ------------------------------------------------------ 9

GRAMEEN PHONE LIMITED

1.1 Introduction Of GrameenPhone1.2 Organizational Chart Or GrameenPhone1.3 Network Coverage Of GrameenPhone1.4 Products and Service Of GrameenPhone

Chapter – 4 ------------------------------------------------------- 13Performance Appraisal Of GrameenPhone

&

Conclusion

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CHPTER-1

INTRODUCTION

1.1 Problem of Statement:

In this age of globalization it is a problem to deal with the people. To measure the performance of the people or employees in the organization is not so easy. So it is becoming important of measuring performance of human resources in the organization day by day.

1.2 Objectives:

Our objective is to learn a systematic or scientific performance appraisal or HR in the telecommunication sector. So, we have chosen the GrameenPhone Ltd. as a telecommunication organization according to our objectives.

1.3 Methodology:

We have used the primary data, as well as secondary data collection system.

1.4 Limitation:

Primary data collection is not easy. Because, our topic is related to the internal data in the organization. Even after, we have hardly tried to collect data as must as possible from the organization. Even, secondary data system also is not enough for collecting actual information.

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Chapter -2

Theoretical Background

1.1 Basic Concept in Performance Appraisal:

Virtually all companies have some formal or informal means of appraising their employees’ performance. Performance appraisal always assumes that the employee understood what his or her performance standards were, and that the supervisor also provides the employee with the feedback, development, and incentives required to help the person eliminate performance deficiencies or to continue to perform above par. The aim should be to improve performance.

1.2 Definition: According to Gary Dessler “ Evaluating an employee’s current and/ or past performance relative to his or her performance standards is called Performance Appraisal”.

1.3 Characteristics of performance Appraisal:

Performance Appraisal has some characteristics. Such-as;

1. It is a means of appraising employees’ performance.2. It defines the job means making sure that a subordinate agree on his or her duties

and job standard.3. It appraises performance means comparing subordinate’s actual performance to the

standards.4. It requires one or more feedback sessions.5. Existing employee’s training and placement depends on this performance appraisal

1.4 Purpose of Performance Appraisal:

Firstly, appraisals play, or should play, an integral role in the employer’s performance management process; it does little good to translate the employer’s strategic goals into specific employee’s goals, and then train the employees, if you don’t periodically review your employees’ performance. Second, the appraisal lets the boss and subordinate develop a plan for correcting any deficiencies the appraisal might have unearthed, and to reinforce the things the subordinate does correctly. Third, appraisals should serve a useful career planning purpose by providing the opportunity to review the employee’s career plans in light of his or her exhibited strengths and weaknesses. And, last but not least, the appraisal almost always effects the employer’s salary raise and promotional decisions.

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1.5 Who Make Performance Appraisal?

Not only one person to make performance appraisal, different person can make performance appraisal the organization. Such as-

1. Superior’s Appraisal.2. Peer’s Appraisal.3. Subordinate’s Appraisal.4. Self-Appraisal.

A company should have all of the above appraisal. Because, it can be found out lacking of an employee easily and can prepare the appraisal properly. Though it is comprehensive, but it is a better way to find out the employee’s real performance.

1.6 Appraisal process:

Performance appraisal follows a particular structure. This structure exists to facilitate the documentation process that often allows for some sort of quantifiable evaluation. Performance appraisal process involved six steps. These are-

1. Establish performance standard with employees.2. Mutually set measurable goals.3. Measure actual performance.4. Compare actual performance with standards.5. Discuss the appraisal with the employees.6. If necessary, initiate corrective action.

1.7 Methods of Performance Appraisal:

There are some important sorts of performance appraisal, like as:

1. Graphic Rating Scale Method(GRSM):GRSM is a scale that list a number of traits and a range of performance for each. The

Main advantage is if provides a quantitative rating.

2. Alteration Ranking Method:In this method employees are ranged for best to worst on traits. The main advantage

methods are it is easy way to distinguish between best and worst employees.

3. Paired Comparison:In this method employees are ranged by making a chard of all possible traits and

indicating which is the better employee of the pair.

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4. Forced Distribution method:With this method predetermined percentage rate are plays him performance categories.50% High performance45% Average performances25% Low performance20% Performance.

5. Critical Incident Method:This method refers to keep a record of uncommonly good or undesirable example an

employee what related behavior.

Advantages:

a) It provides with the specific hard facts for explaining the appraisal b) The rating does not only reflect the employees most recent performance.c) Keeping a running list of incidence should also provide concurrent examples of the

subordinate. So that they can eliminate any performance deficiencies.

Besides, there are also tow methods like- Behaviorally anchored rating scales method and the management by objective method used by the organization.

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Chapter – 3

GRAMEEN PHONE LIMITED

1.1 grameenphone

Type LimitedFoundbed 1998HeadquartersCelebration point, Road # 113A, Plot 3 & 5 Gulshan Dhaka, BangladeshKey people CEO: Erik AasIndustry TelecommunicationProducts Telephony, EDGE, GSMRevenue 600 Million USDNet income 6,403.8 Million TakaEmployees 5000Slogan We are here to helpWebsite www.grameenphone.com

GrameenPhone is a GSM- based cellular operator in Bangladesh and market leader with more than 50% of the Bangladesh market share. GrameenPhone started operations on March 26,1997. It is partly owned by Telenor (62%) and Grameen Telecom (38%).

GrameenPhone is the largest mobile phone company in Bangladesh with more than 10 million customers as of December 2006, It is also the fastest growing cellular telephone network in Bangladesh. At the end of 2005, it had about 3500 base stations around the country with plans to add about 500 in the following six months. GrameenPhon’s stated goal is to provide cost-effective and quality cellular services in Bangladesh.

On the 16th of November 2006 GP formally changed its logo to match its parent company Telenor’s logo. According to GP the new logo symbolizes trust, reliability, quality and constant progress. The name Grameenphone will be kept as part of the new identity. The name Grameenphone carries with it all of the heritage, success and values of our past, added the GP CEO Eric Aas.

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1.2 BORD OF DIRECTORS:

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1.3 NETWORK COVERAGE:

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1.4 Products & Services:

GrameenPhone offers a number of products and value-added services to its valued subscribers.

These attractive products and services are designed to cater to the needs of the individual subscribers. There are five products currently being offered by GrameenPhone. The products of GP can be categorized as

Pre Paid & Post Paid.

The products are:

GP Regular GP National Anytime 500 EASY GOLD EASY Pre-paid Smile Pre-paid Xplore

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Chapter – 4

Performance Appraisal Of GrameenPhone

GrameenPhone uses the Graphic Rating Scale Method to evaluate the performance of their employees in the organization. They always focus on performance of the employee.

Performance appraisal ( Rating Scale ):

Their working year is determined by December to January. Here they complete three steps like as,

- To set the target for December to January.- Performance Review & Evaluation for December to January.- Providing the copy to employees at January.

Here, they require signatures of appraisee, appraser and reviewer’s with specific data.

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Employee Name: Md. Hamidur Roham Title : Engineer

Department: -------------------------- Employee Payroll Number: 999

Reason for Review: - Annual

Date employee began present position : January, 2007

Date of last appraisal : December, 2006 Scheduled appraisal date: December-January

At the year 2007, their annual performance review:

# Key performance Indicator----

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Level- O ( Outstanding ) :- Includes exceed all job requirements.- Contributes outstanding achievements.- To make certain the business targets by more or equals to 15%.- World class standard performance.

Level- V ( Very Good ) :- Most job requirements is exceeded.- Contributes normal achievement.- Industrial standard performance.- Business targets 130% - 149%

Level – G ( Good ) :- Meets performance standard of the job.- Consistently achieved 120% - 129%.

Level – I ( Improvement Needed ):- Only perform some of the job requirement.- Accomplishment of business target is 100% - 119%.- Need improvement in other areas.

Level – U ( Unsatisfactory ) :- Unable to meets almost of all requirements.- Consistently fails to meet expectations and standards.- Achievement of business, below of 100%.

# Key behavioral indicators:

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Level – 5: - To go beyond the limit of all behavioral requirements.- Fulfils individuals responsibilities to for greatest at an acceptable cost.- To consist the achievement more than that was hoped as shared

mindset.

Level – 4:- To go beyond the limit of most behavioral requirements.- Meeting self responsibilities for rather than normal advantages at an

acceptable cost.

Level- 3:- Performing behavioral requirements as per TMIB standard.- Core behavioral suit abilities clearly perforce the organizational

behavior.

Level- 2- Only accomplish some of the behavioral requirements.- Necessary to significant behavioral improvement.

Level – 1- Unable to accomplish most of the behavioral requirements.- Failing to demonstrate image of TMIB.

# Four Values & Behavioral Cometencies of GrameenPhone:

1. Self- motivation:a. Gives new ideasb. Seeks additional responsibilityc. Persistent in getting things doned. Sets career goals

2. Results Orientation:a. Shows sense of urgencyb. Takes ownership and accountabilityc. Seeks feedback on own performanced. Sets challenging goals and e. Develops action plans

3. Integrity:a. Leads by exampleb. Admits mistakesc. Speaks the truthd. Keeps to commitments

4. Team work:a. Helps people from other departmentb. Participates in company activities

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Employee Training in GrameenPhone

GrameenPhone trains up their employees to create a pool of readily available and adequate replacements for personnel who may leave or move up in the organization. Then to enhance the company’s ability to adopt and use advance in technology because of a sufficiently knowledgeable staff there is no alternatives of training. It helps to build a more efficient, effective and highly motivated team, which enhances the company’s competitive position and improve employee morale and also ensure adequate human resources for expansion into new programs.

GrameenPhone use both on-the-job and off-the-job techniques to train up their employees. On-the-job training is delivered to employees while they perform their regular jobs. In this way, they do not lose time while they are learning. Off-the-job techniques include, special study, films, television conferences or discussions, case studies, role-playing, simulation, programmed instruction and laboratory training.

They not only train up their new employees but also train up their old officials and employees for further improvement of their skills. Sometimes they arrange training campaign for their employees. It improves their morality and develops their interpersonal skills. GrameenPhone believes that training current employees reduce turnover of employees from the organization. So they always emphasize on employees training.

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Conclusion:

GrameenPhone is a telecommunication company as a market leader in Bangladesh. Telonor is the main partner of the company. It is a multinational company. So they always focus on world class working standard. They does not requires age or seniority for promotion of employee. They accept higher performance. So, they always evaluate the performance of employees.

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