Performance Measurement System Of Telekom Malaysia

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4 comments

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  • + guestcbe304 guestcbe304 8 months ago
    i want report of the past closing price..
    since 3/2/09-30/3/09..
    thank you
  • + guest58285f guest58285f 9 months ago
    Do improve the english language that been used.
    For guest9171951, please improve your skill, it’s easy for me to download it.

    Don’t Praise Me!
  • + guest9f7f951 guest9f7f951 10 months ago
    diu
  • + guest9f7f951 guest9f7f951 10 months ago
    how to download???
    lol
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Performance Measurement System Of Telekom Malaysia - Presentation Transcript

  1. Presented by: Ibrahim Rasheed Husen Amr
    • Incorporated in 1946
    • Public offering in 1987
    • One of the leading telecommunication company in Asia
    • Has a staff Strength of 23,000
    • Divided into two entities:
        • Fixed Co- domestic, fixed line, broad band etc
        • Region Co-international- international operations
    • Vision
    • To be the Communications Company of choice - focused on delivering Exceptional Value to our customers and other stakeholders
    • Mission
    • Be the recognized leader in all markets
    • Be a customer-focused organization that provides one-stop total solution.
    • Build enduring relationships based on trust with our customers and partners.
    • Generate shareholder value by seizing opportunities in Asia Pacific and other selected regional markets.
    • Be the employer of choice that inspires performance excellence.
    • General Managers and above 180
    • Managers up to assistant managers 1500
    • Fresh executives to assistant managers 3320
    • The rest are non executive employees about 18,000
    • Staff - supposed to take responsibility to do their level best to achieve the objectives
    • Reporting Manager – set the targets ,clarify, coaching, feedback, staff development and improvement
    • Reviewing Manager- Validate, approve the targets, review the KPI targets and competencies
  2.  
  3.  
  4.  
  5.  
    • MAPS2
    • 360 Degree Review
    • Moderation Exercise
  6. MAPS SYSTEM
  7.  
  8. COMPLETE YOUR PERSONAL INFORMATION
  9. DIV/OPCOS STRATEGY MAPS IS FOR VIEWING ONLY
  10. SELECT STRATEGIC OBJECTIVE FROM DIV/OPCOS SCORECARD SAVE CHANGES
  11. CREATE PERSONAL SCORECARD
  12. INPUT TARGET, SELECT WEIGHT AND TABLE RATING
  13. REVISED KPI AND TARGET
  14.  
    • The element of behavioral competencies is also taken into account in determining overall performance of the employee
      • Get feedback from subordinates
      • Feedback from supervisors
      • Feedback from customer
  15.  
    • Moderation committee approved by BOD
    • Does not need to justify the distribution
    • Moderated ratings submitted to HR Department are considered final and no appeals for changes are entertained
    • Best Employee of the year- an over seas trip and RM 1000 is given to the best employee of the year.
    • Scholarships are given funding to go for further studies. Even their children’s are granted scholarships.
    • CEO merit award- the employee who gives special contribution to the company is given special awards. Once selected the employee will get two months bonus.
    • Share options is given to executives thereby shares are sold to the executives below the market price.
    • The corporate balance score card is cascaded down to all the levels of Telecom Malaysia.
    • The feed back given to the staff from the superior will help the staff to take the corrective action before it is too late to achieve the targets
    • All the objectives and goals in the divisional and individual balance scorecard seem to be well linked and attainable
    • Moderation process is carried out by a committee appointed by the board of directors
    • Rewards are not very attractive
    • The way in which moderation exercise is carried out might de motivate the employees.
    • Non Executive employees do not gain any rewards which are given to executive employees
    • Should give reward and recognition for non- executives
    • Employees should have rights to appeal on the final decision taken by
    • the moderation committee
    • They need to give long term incentives and rewards
    • Team based merit rewards should be given
    • Overall the performance measurement system seems to be well developed
    • But needs to cover the entire staff in their reward system
  16.  

+ Husen AmrHusen Amr, 2 years ago

custom

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Telekom Malaysia

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