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PERFORMANCE APPRAISAL

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 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.

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.

Performance Appraisal @ Airtel

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.

Confidential Report
Prepared at the end of the year.

Prepared by the employees immediate

supervisor.

The report highlights the strengths and

weaknesses of employees.

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


This

process has the following steps: KRAs.

Identify

Define

expected results.

Assign

specific responsibilities to employees. authority and responsibility

Define

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

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 achieve the objective: Du e
:

2. NON MANAGEMENT ANNUAL APPRAISAL SCALE: PARAMETERS:


1.FAR EXCEEDS

EXPECTATIONS 2.EXCEEDS EXPECTATIONS 3.MEETS EXPECTATIONS 4.BELOW EXPECTATIONS 5.NEEDS IMPROVEMENT

1. ATTITUDE, 2. 3. 4.

5. 6. 7.

MOTIVATION INITIATIVE WORK QUALITY WORK EFFICIENCY (WORK HOURS/RESULTS) TEAM WORK ORGANIZATION ABILITY 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

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