PERFORMANCE APPRAISAL

SYSTEM
 Performance Appraisal
Performance Appraisal (PA) refers to all those
procedures that are used to evaluate the
 Objectives
 Provide a basis for promotion/ transfer/ termination.
 Enhance employee’s 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.
Organizational Structure
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 employee’s 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
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 Du

achieve the objective: e :
2. NON MANAGEMENT ANNUAL
APPRAISAL
SCALE:  PARAMETERS:
1.FAR EXCEEDS 1. ATTITUDE,
EXPECTATIONS MOTIVATION
2.EXCEEDS 2. INITIATIVE
EXPECTATIONS 3. WORK QUALITY
3.MEETS 4. WORK EFFICIENCY
EXPECTATIONS (WORK
4.BELOW HOURS/RESULTS)
EXPECTATIONS 5. TEAM WORK
5.NEEDS 6. ORGANIZATION
IMPROVEMENT ABILITY
7. RESPONSIBILITY
 2. MANAGERIAL ANNUAL APPRAISAL
PERSONAL ATTRIBUTES
1.QUALITY
2.DESIRE TO IMPROVE QUALITY
3.JOB KNOWLEDGE
4.COMMUNICATION
5.INTERPERSONAL SKILLS
6.CONFLICT RESOLUTION
7.TEAMWORK
8.ETHICS
9.INITIATIVE
10.GOAL SETTING