31375025 performance-management-system-at-bsnl

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31375025 performance-management-system-at-bsnl

  1. 1. PERFORMANCE MANAGEMENTSYSTEM AT BSNL
  2. 2. BHARAT SANCHAR NIGAMLIMITED  Bharat Sanchar Nigam Ltd. was formed in October, 2000.  The company offers wide ranging & most transparent tariff schemes designed to suit every customer.  BSNL is the only service provider, making focused efforts and planned initiatives to bridge the Rural-Urban Digital Divide ICT sector
  3. 3.  BSNL has more than 2.5 million WLL subscribers and 2.5 million Internet Customers who access Internet through various modes. The company has vast experience in Planning, Installation, network integration and Maintenance of Switching & Transmission Networks and also has a world class ISO 9000 certified Telecom Training Institute.
  4. 4. SERVICES PROVIDED BSNL Landline BSNL Mobile BSNL WLL Internet Services ISDN Leased Line Video Conferencing EPABX
  5. 5. ASPIRATION Be the leading Telecom Service Provider in India with global presence. Create a customer focused organization with excellence in sales, marketing and customer care. Provide a conducive work environment with strong focus on performance
  6. 6. HUMAN RESOURCE ATBSNL  Bharat Sanchar Nigam Limited has a vast reservoir of highly skilled and experienced work force of about 3,57,000 personnel.  With a corporate philosophy that considers Human Resource as the most prized assets of the organization, its natural for BSNL to continually hone employee skills, enhance their knowledge and their expertise and their aspirations to fruition
  7. 7. OBJECTIVES OF PMS To help achieve departmental objectives through staff To evaluate performance and improve communication between managers and staff on managing performance To provide opportunities for development
  8. 8. PERFORMANCEAPPRAISAL  Performance Appraisal is done by balanced score card technique.
  9. 9. ROLES IN THEPERFORMANCE APPRAISALPROCESS 1) Reporting Manager 2) Reviewer 3) HOD 4) HR Head 5) Normalization Committee
  10. 10. Reporting Manager  Provide feedback to the reviewer / HOD on the employees’ behavioral traits indicated in the PMS Policy Manual  Ensures that employee is aware of the normalization / performance appraisal process  Address employee concerns / queries on performance rating, in consultation with the reviewer
  11. 11. Reviewer Discuss with the reporting managers on the behavioral traits of all the employees for whom he / she is the reviewer Where required, independently assess employees for the said behavioral traits; such assessments might require collecting data directly from other relevant employees
  12. 12. HOD Presents the proposed Performance Rating for every employee of his / her function to the Normalization committee. HOD also plays the role of a normalization committee member Owns the performance rating of every employee in the department
  13. 13. HR Head Secretary to the normalization committee Assists HOD’s / Reporting Managers in communicating the performance rating of all the employees
  14. 14. NormalizationCommittee Decides on the final bell curve for each function in the respective Business Unit. Reviews the performance ratings proposed by the HOD’s to ensure an unbiased relative ranking of employees on overall performance, and thus finalize the performance rating of each employee
  15. 15. KEY CONCEPTS IN PMS KRA’s Behavioral Traits The Performance Rating Process Promotion and Rating Distribution guidelines
  16. 16. Key Result Areas What are the guidelines for setting the KRA’s for an employee? How does an employee write down his KRA’s for a particular financial year? KRA’s: The Four Perspectives. How is the KRA score calculated for an employee on the basis of the targets set and targets achieved?
  17. 17. Behavioral TraitsSome of the qualitative aspects of anemployees’ performance combined with thegeneral behavior displayed by the employeeduring a year constitutes his behavior traits.
  18. 18. The Performance RatingProcess The rating process tries to explain the fourdifferent types of rating that an employee canachieve i.e. EC,SC,C and PC. SIGNIFICANT EXCEPTIONAL CONTRIBUTOR CONTRIBUTOR  Performs consistently  Performs above and substantially above expectations in all areas expectations in all  Versatile in his/ her area areas of operation  Develops creative  Spots and anticipates solutions and require problems, implements little / minimal supervision solutions  Sees and exploits opportunities
  19. 19. Promotion and Rating Distribution Guidelines The promotion and normal distribution guidelines provide the framework within which the performance appraisal process has to work. These guidelines also help in deciding upon the promotion cases in a year.
  20. 20. THANKYOU

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