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Performance management

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Performance management

  1. 1. MBA HR Performance Management
  2. 2. GROUP MEMBERS NIKITA HADAWALE  DEEPAL CHASIA  HEMANT NAIK  DAVIS JOSEPH 
  3. 3. According to Armstrong and Baron (1998), “Performance Management is both a strategic and an integrated approach to delivering successful results in organizations by improving the performance and developing the capabilities of teams and individuals”
  4. 4.  The term performance management gained its popularity in early 1980’s when total quality management programs received utmost importance for achievement of superior standards and quality performance
  5. 5. OBJECTIVES OF PERFORMANCE MANAGEMENT To enable the employees towards achievement of superior standards of work performance.  To help the employees in identifying the knowledge and skills required for performing the job efficiently as this would drive their focus towards performing the right task in the right way.  Boosting the performance of the employees by encouraging employee empowerment, motivation and implementation of an effective reward mechanism. 
  6. 6. Promoting a two way system of communication between the supervisors and the employees for providing a regular and a transparent feedback for improving employee performance and continuous coaching.  Identifying the barriers to effective performance and resolving those barriers through constant monitoring, coaching and development interventions.  Creating a basis for several administrative decisions strategic planning, succession planning, promotions and performance based payment 
  7. 7. BOOZ ALLEN'S PERFORMANCE MANAGEMENT MODEL
  8. 8. PERFORMANCE MANAGEMENT SYSTEM IN BSNL
  9. 9. BHARAT SANCHAR NIGAM LIMITED 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 RuralUrban Digital Divide ICT sector 
  10. 10. 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 TelecomTraining Institute. 
  11. 11. SERVICES PROVIDED BSNL Landline  BSNL Mobile  BSNL WLL  Internet Services  ISDN  Leased Line  Video Conferencing  EPABX 
  12. 12. 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. 
  13. 13. HUMAN RESOURCE AT BSNL  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, it's natural for BSNL to continually hone employee skills, enhance their knowledge and their expertise and their aspirations to fruition.
  14. 14. 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. 
  15. 15. ROLES IN THE PERFORMANCE APPRAISAL PROCESS 1) Reporting Manager 2) Reviewer 3) HOD 4) HR Head 5) Normalization Committee
  16. 16.  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 or performance appraisal process  Address employee concerns / queries on performance rating, in consultation with the reviewer.
  17. 17.  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
  18. 18.  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
  19. 19.  HR Head  Secretary to the normalization committee Assists HOD’s / Reporting Managers in communicating the performance rating of all the employees
  20. 20.  Normalization Committee  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
  21. 21.  Behavioral Traits  Some of the qualitative aspects of an employees’ performance combined with the general behavior displayed by the employee during a year constitutes his behavior traits.
  22. 22. Paramaters : 20% weightage for every parameter  FBE – Far Below Expectations  BE - Below Expectations  CME – Constantly Meeting Expectations  EE - Exceed Expectations  FEE - Far Exceed Expectations  Scoring :  0 to 1.4 for every parameter 

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