Published on

This presentation describes our intern-ship program at Tata Teleservices. It contains description of all the functions of HR at TTSL

Published in: Career
No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide


  1. 1. Internship Program in Tata Tele-Services<br />Navil Sharma<br />Uma Pandey<br />
  2. 2. “The Way of Living”<br />C<br />CustomerCentric<br />C<br />R<br />Responsibility for Results <br />R<br />I<br />Initiative with Speed<br />I<br />S<br />Self Confidence with Consent<br />S<br />P<br />Passion for Achievement<br />P<br />
  3. 3. Incorporated in 1996<br />Pioneer of CDMA 1x technology platform in India<br />Launched mobile operation in January – 2005 – “TATA INDICOM”<br />Market leader in the fixed wireless telephony market with its brand “WALKY”<br />Network 'Least Congested' in India - by the Telecom Regulatory Authority of India.<br />Presence in GSM space – TATA DOCOMO<br />TATA DOCOMO – Pioneer the per-second tariff option<br />Customer base – 58 million <br />Tata Teleservices Limited<br />
  4. 4. Flow of the Presentation<br />Performance Management System<br />Recruitment and Selection<br />Joining Formalities<br />Training Need Recognition Policy<br />Employee Engagement<br />Reward and Recognition<br />Communication<br />
  5. 5. Performance Management System<br />
  6. 6. Performance Management<br />Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of there abilities.<br />The system is designed to:<br />Create Alignment<br />Drive Consistency<br />Build Transparency<br />Create opportunities to realize full potential<br />
  7. 7. Performance Management Process<br />
  8. 8. Pre – Launch Process <br />Annual Business Plan finalized through corporate business planning session.<br />These plans will be cascaded in departments/ regions/ circles/ teams. <br />Introduction to the New Performance Management System<br />Highlight Key Changes<br />Introduction to last years PMS champions.<br />Process Awareness Session<br />Target Setting<br />
  9. 9. Data Verification Sheet<br />Appraisee <br />Ashish Jain<br />HR Administration <br />Bharsha Roy<br />Employee No. <br />3800082<br />Date of joining <br />12/05/2008<br />Department <br />Grade<br />M5<br />Circle <br />Corporate<br />Location <br />Mumbai<br />Appraiser (CA1) <br />Rabeen Singh<br />Reviewer <br />Arun Kumar<br />Type of Assessment Sheet<br />H2<br />Type of Assessment Sheet<br />Appraiser (CA2) <br />Start Date <br />End Date <br />1/10/2009<br />31/03/2010<br />Also mention the Data to be corrected(only in case of incorrect data) <br />Agreed and Submitted<br />Data Incorrect & Exit<br />In case of incorrect data, enter the details to be corrected in the comment box and click on “Data Incorrect & Exit”<br />If the employee details are correct then click on “Agreed and Submitted”<br />
  10. 10. Individual Performance and Development Feedback<br />Agenda:<br />KPIs: Selection and closure on KPIs for every performance period.<br />Weights: Assigning weightages to each selected KPI for each performance period.<br />Targets: Assign target to each selected KPI for each performance period.<br />P Goals: Discussion around competencies, ICBs and Development plan. <br />
  11. 11. Quarterly / Mid Year Assessment & Feedback <br />
  12. 12. 1<br />Corporate HR Team<br />Launch Quarterly/Half Yearly Performance Assessment Process <br />5<br />2<br />Agree or Disagree in discussion mode<br />Appraisee<br />Enter Achievement on each KPI<br />A<br />D<br /><ul><li>View achievement and comments on each KPI and edit if required
  13. 13. Document strengths and areas of improvement
  14. 14. Review KPIs, weights and targets for the next performance period</li></ul>4<br />Direct Appraiser<br />3<br />Indirect Appraiser<br />View achievement on each KPI and add comments if any<br />6<br />Reviewer <br />Reviewer discusses and lock Achievement for the performance period<br />
  15. 15. Year End Appraisal & Feedback<br />
  16. 16. 1<br />Corporate HR Team<br />Launch Final Performance Assessment Process<br />5<br />2<br />Agree or Disagree in discussion mode<br />Appraisee<br />Enter Achievement on each KPI<br />A<br />D<br />4<br />Direct Appraiser<br /><ul><li>View achievement and comments on each KPI and edit if required
  17. 17. Give P Rating ( Competencies + ICBs)
  18. 18. Enter developmental plan</li></ul>3<br />Indirect Appraiser<br />View achievement on each KPI and add comments if any<br />6<br />Reviewer <br />Reviewer discusses and lock Achievement for the performance period and P Rating for the performance cycle<br />
  19. 19. Rating Calculation<br />Moderation Process:- Forced Distribution Process<br />
  20. 20. Our Contribution<br />Fillers<br />Reminder<br />Problem Solving – Data Verification<br />
  21. 21. Recruitment and Selection<br />Job Description given by BU’s Head <br />Search CVs<br />Job Portal<br />Internal Reference<br />Internal Job Posting<br />Consultancies <br />CRISP Test<br />Business Aptitude Test<br />Security Test<br />Selected CVs sent to BU Heads <br />Interviews<br />BU Head<br />HR Manager<br />Regional HR Head<br />
  22. 22. Our Contribution<br />Fulfilled various ‘JOB REQUIREMENT’. For example:<br />Prepaid Sales (CMBU)<br />Postpaid Sales (HNU)<br />Ran Planning <br />Sales and Distribution<br />Learned using – “JOB PORTALS” (,<br />
  23. 23. Joining Formalities<br />
  24. 24. Training Need Identification<br />1<br />Self Assessment<br />Identify Training Need<br />HR Identifies Training Need<br />2<br />Research for Internal or External Trainer <br />Sends an alert mail to all the employees<br />Mail sent to their respective heads<br />Reminder sent to all the employees before one week<br />Post - Test<br />Pre - Test<br />Training Efficiency / Improvement <br />
  25. 25. Employee Engagement <br />Definition :  An "engaged employee" is one who is fully involved in, and enthusiastic about, his or her work, and thus will act in a way that furthers their organization's interests.<br />Employee Engagement <br />Communication<br />Reward and Recognition<br />Hygiene<br />Salary<br />
  26. 26. Communication<br />There are different modes in the organization through which the organization stays connected with their employees. Some of them are:<br />Town Hall<br />Intranet<br />Reward and Recognition<br />Kem Cho<br />Coffee with COO<br />
  27. 27. Reward and Recognition<br />Objective: <br /> To create a framework for recognizing and rewarding contributions of individuals and teams. <br />Institutionalize a culture of openness, transparency and meritocracy. <br />Spotlight : On the Spot Recognition <br />Star of the Month : Unit level BU/Function Recognition <br />Super Stars : Town Hall Recognition <br />Maestro : Achievers Recognition <br />Premier League : National BU/Function Recognition <br />Hall of Fame : National Recognition<br />
  28. 28. Vision<br />Trusted Service to 100 Million Happy Customer by 2011<br />Mission<br />To Empower every Indian To Connect with the world Affordability. <br />