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

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.

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

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

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

MAPS2 360 Degree Review Moderation Exercise

MAPS2

360 Degree Review

Moderation Exercise

MAPS SYSTEM

COMPLETE YOUR PERSONAL INFORMATION

DIV/OPCOS STRATEGY MAPS IS FOR VIEWING ONLY

SELECT STRATEGIC OBJECTIVE FROM DIV/OPCOS SCORECARD SAVE CHANGES

CREATE PERSONAL SCORECARD

INPUT TARGET, SELECT WEIGHT AND TABLE RATING

REVISED KPI AND TARGET

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

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

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

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.

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

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

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

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

Overall the performance measurement system seems to be well developed

But needs to cover the entire staff in their reward system