This document provides an overview of performance appraisal processes at Bharti Airtel, the largest telecom company in India. It discusses Airtel's organizational structure, performance expectations, objectives of performance appraisal, benefits to employers and employees, factors and people involved in the appraisal process, frequency of appraisals, and methods used. Performance is appraised twice yearly based on key performance indicators and competencies. Appraisals are used to provide feedback, identify training needs, and inform decisions around promotion, transfer, and termination.

1. HRM Project on
Performance Appraisal
Team Members:
Asif Jamal
Naveen P
Ronit Kundu
Varun Acharya
Company : Airtel

2. Bharti Airtel
• Largest Private Integrated Telecom Company in India
• 3rd Largest Wireless Operator in the World
• Largest & Fastest Growing Wireless Operator in India
• Largest Telecom Company listed on Indian Stock
Exchange
2

3. Organisational Structure
CEO (India)
Circle CEOs
Functional
Heads

4. Organisational Structure
Functional Head
ZBM
ZSM
TSM
FSEs

5. Performance According To
Airtel
 Employee should be adoptable to changes in business
environment
 Deliver on multiple KPI (Key Performance Indicator)
 Person should be able to work in dynamic environment

6. Performance Appraisal
According To Airtel
 Company’s philosophy – Not just jobs but careers
 Believes in giving robust careers
 Gives the employee the ground reality

7. Objectives of Performance
Appraisal
 Airtel calls themselves an impatient organization
 An employee stays for a maximum period of one year
or one and a half year
 Result of this principle – promotion, transfer,
termination

8. Objectives…
 Enhance employee’s effectiveness by helping to
identify their strengths and weaknesses
 Develop inter-personal relationships
 Identifying training and development needs of
employees
 Enable productive feedback and performance
discussions
 Key inputs to career planning

9. Benefits of PA to Employer
 Performance Appraisal helps employer to differentiate
talent of the employees
 Employer will take decision with respect to promotion,
transfer, termination

10. Benefits of PA to employee
 They assess not only employee’s deliveries but also
their capabilities
Employee
RM
People
skills
Sales
Skills

11. Features appraised in PA
process
Airtel follows a competency framework
Values
 Alive (needs of the customers)
 Inclusive (serving the diversity)
 Respectful (living the life of the customer)

12. Factors considered during
PA process
 Considers the performance of the employee
 Considers the Reporting Manager’s input
 RM+1 input

13. People who appraise in the
organization
 Reporting Manager (RM)
 RM+1
 Functional head
 HR

14. PA process frequency
Performance appraisal process happens twice a year
1. Mid year – course correction
2. Year end - (rating on performance)

15. PA Process
Set KRAs
(April)
Mid Year
Review KRA
(October)
Access
Leadership
Potential
(January)
Final
Assessment
(March)

16. Performance Standards
Established
 KRAs for each role
 Employees need to deliver around the KPIs

17. Performance Standards
Communicated
 By the RM
 Takes place in the initial phase
 Not part of the induction process

18. Comparison of Performance
Standard
 Co-workers (team)
 Past record

19. Actions taken for PA Process
 Reporting Manager actually communicates with the
employee
 He will give feedback to the employee
 Next step would be promotions, transfers, termination

20. Performance Appraisal
methods followed in Airtel
 KRA based appraisal
 KRA changes from on job to job
 Method is same for every job role in the organization

21. Thank You