PERFORMANCE APPRAISAL SYSTEM

Performance Appraisal
Performance Appraisal (PA) refers to all those procedures

that are used to evaluate the

personality

performance

Potential of its group members

Objectives
Provide a basis for promotion/ transfer/ termination. Enhance employees effectiveness by helping to identify their

strengths and weaknesses. Inform them about expected levels of performance . If employees understand their roles well, they are likely to be more effective on the job. Identifying training and development needs of employees. Develop inter-personal relationships: Relations between superior - subordinate can be improved through realization that each is dependent on the other for better performance and success. Aid wage administration: Performance appraisal can help in development of scientific basis for reward allocation, wage fixation, incentives.

Bharti Airtel
Largest Private Integrated Telecom Company in India.
3rd largest Wireless Operator in World. Largest & Fastest growing wireless operator in India. Largest Telecom Company listed on Indian Stock

Exchange.

Why Airtel???
Popular Brand
Fascination towards Telecom

Process of Performance Appraisal

Establish Performance Standards Communicate the Standards

Performance Appraisal @ Airtel

Confidential Report
Descriptive report
Prepared at the end of the year Prepared by the employees immediate supervisor

The report highlights the strengths and weaknesses of

employees
Prepared in Government organizations Does not offer any feedback to the employee

360o Appraisal System

It is a systematic collection and feedback of

performance data on an individual or group, derived from a number of stakeholders

Data is gathered and fed back to the individual

participant in a clear way designed to promote understanding, acceptance and ultimately behavior

Management by Objectives
MBO emphasizes collectively set goals that are tangible,

verifiable, and measurable

Focuses attention on goals rather than on methods

Concentrates on Key Result Areas (KRA)

Systematic and rational technique that allows management to

attain maximum results from available resources by focusing on achievable goals

Key Elements Of MBO

Arranging organizational goals in a means-ends chain

Engaging in joint goal setting

This process has the following steps:

Identify KRAs

Define expected results

Assign specific responsibilities to employees Define authority and responsibility relationship

Conducting periodic progress review Conducting annual performance review

TECHNIQUES AT AIRTEL
ESSAY TECHNIQUE : Appraiser records overall

impressions about employee : strengths, weaknesses, promotability, development needs. CRITICAL INCIDENT TECHNIQUE : Maintain daily log of what the employee does. Susceptible to favouritism. FORCED DISTRIBUTION RANKING : Relative rankings of employees with each other. Employees allotted to certain performance category. Difficult justification of results.

STEPS INVOLVED IN PERFORMANCE APPRAISAL

IDP Informal review Formal review
Give employee the performance elements and standards in writing Discussion, counseling, maintaining log records. Appraisal forms, preparation of appraisals.

Appraisal issue Appeal

Employees given appraisal reports for performance.

Handling of any dissatisfaction in appraisals.

e POWERING

e NERGISING

e APPRAISAL

e NABLING

e NGAGING

e POWERING
Launch leadership or culture awards
Identify a dozen behaviour that you would like

everyone to have. Take one behaviour per month and ask each employee to select any one colleague who displays that behaviour best also telling the reason for selection. Declare region-wise and vertical wise winners. Role play.

e NABLING
Creates time and space to think.
Airtel instituted the K$ as the unit of performance

credit. Assess knowledge assets, quality of contributions. Rewards, promotions, incentives, gifts.

e NGAGING
Employee experiences.
Designating functional heads as Knowledge

Champions and setting up a community or experts instrumental in enhancing Knowledge Management at Airtel. Implement floor walks, tea sessions, informal gatherings especially with middle level employees and line managers. Drive improvements much faster.

e NERGIZING
Involvement of employees in decision making or

influencing. Use technology webinars, live chats, active blogs. Assess behaviour initiatives, out-of-the-box thinking, awareness. Include informally in appraisal evaluation.

EMPLOYEE APPRAISAL FORMS

1. PERFORMANCE PLAN FORM (GOAL SETTING)
Development objective title: Steps you will take to achieve the objective:

Due

2. NON MANAGEMENT ANNUAL APPRAISAL

SCALE: 1. FAR EXCEEDS 2. 1. 2. 3. 4.

3.
4.

5.

EXPECTATIONS EXCEEDS EXPECTATIONS MEETS EXPECTATIONS BELOW EXPECTATIONS NEEDS IMPROVEMENT

5. 6. 7.

PARAMETERS: ATTITUDE, MOTIVATION INITIATIVE WORK QUALITY WORK EFFICIENCY (WORK HOURS/RESULTS) TEAM WORK ORGANIZATION ABILITY RESPONSIBILITY

2. MANAGERIAL ANNUAL APPRAISAL

PERSONAL ATTRIBUTES 1. 2. 3. 4. 5. 6. 7. 8. 9. 10.

QUALITY DESIRE TO IMPROVE QUALITY JOB KNOWLEDGE COMMUNICATION INTERPERSONAL SKILLS CONFLICT RESOLUTION TEAMWORK ETHICS INITIATIVE GOAL SETTING