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Human Resource Practices @ Telenor Pakistan

What is TDP?
Telenor Development Process: Telenors key process to develop and manage performance A year-long process with five sub-processes. Ensures that individual and team goals align with overall business ambitions Manages and develops performance on an individual level - facilitating development of teams and the organization

TDP Dialogue Inspired leaders and motivated employees


TDP Target setting

Defined goals prior to TDP dialogue Focus on future potential and performance, less on past performance Increased attention to development needs

Formally included in TDP Overall strategic focus Alignment of strategy and individual goals Combining IVC and the target setting workshop

IVC Survey, IVC and TDP analysis Results of IVC (Internal Value Creation) and TDP are direct inputs to the Strategy and Target Setting processes IVC: Empowerment, Equality, Motivation. Give insight into People and Organization diversity, mobility, talent

TDP Management Review Meeting Review Meeting processes acknowledged as best practice, warranting few changes Enhanced link to related processes: TDP Update Dialogue Mandatory follow-up of employee performance and development Main focus on discussing goals, expectations and review development plan Talent management Succession planning Competence management

TDP Process

My Goals

My Evaluation

Telenor Way

Aspiration & Feedback

Learning

Finalize Appraisal

My Quest

Quest Details

Goals

Evaluation

Telenor Way
Make it Easy Keep Promises Be Inspiring Be Respectful Corporate Social Responsibility

Aspirations and Feedback

Learning/Training

Overall Scores

Rating performance in TDP


Allocating a Percentage as per the following details: (90% & above) Outstanding performance compared to the expectations to the position & agreed Goals. (80-90%) Performance exceeds expectations to the position & agreed Goals. (70-80%) Performance meets all expectations to the position & agreed Goals. (60-70%) Performance meets most expectations to the position & agreed Goals. (50-60%) Performance is below expectations to the position & agreed Goals. (50% & below) Performance is significantly below expectations to the position & agreed Goals. Remember: 60-80% is a good assessment used for managers performing in accordance with expectations related to their position & agreed Goals.