1. PERFORMANCE
MANAGEMENT
SYSTEM AT BSNL

2. 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 Rural-Urban
Digital Divide ICT sector

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. SERVICES PROVIDED
 BSNL Landline
 BSNL Mobile
 BSNL WLL
 Internet Services
 ISDN
 Leased Line
 Video Conferencing
 EPABX

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. 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

8. 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

9. PERFORMANCE
APPRAISAL
 Performance Appraisal is done by
balanced score card technique.

10. ROLES IN THE
PERFORMANCE APPRAISAL
PROCESS
1) Reporting Manager
2) Reviewer
3) HOD
4) HR Head
5) Normalization Committee

11. 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

12. 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

13. 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

14. HR Head
 Secretary to the normalization committee
 Assists HOD’s / Reporting Managers in
communicating the performance rating of all
the employees

15. 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

16. KEY CONCEPTS IN PMS
 KRA’s
 Behavioral Traits
 The Performance Rating Process
 Promotion and Rating Distribution guidelines

17. 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?

18. 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.

19. The Performance Rating
Process
The rating process tries to explain the four
different types of rating that an employee can
achieve 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

20. 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.

21. THANK
YOU