31375025 performance-management-system-at-bsnl
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PERFORMANCE MANAGEMENT
SYSTEM AT BSNL
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
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.
SERVICES PROVIDED BSNL LandlineBSNL MobileBSNL WLL Internet Services ISDNLeased LineVideo ConferencingEPABX
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
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
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
PERFORMANCE APPRAISAL
Performance Appraisal is done by balanced score card technique.
ROLES IN THE PERFORMANCE APPRAISAL PROCESS
1) Reporting Manager
2) Reviewer
3) HOD
4) HR Head
5) Normalization Committee
Reporting ManagerProvide 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
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
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
HR Head
Secretary to the normalization committeeAssists HOD’s / Reporting Managers in
communicating the performance rating of all the employees
Normalization CommitteeDecides 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
KEY CONCEPTS IN PMS
KRA’sBehavioral TraitsThe Performance Rating ProcessPromotion and Rating Distribution guidelines
Key Result AreasWhat 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?
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.
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.
EXCEPTIONAL CONTRIBUTOR
Performs consistently and substantially above expectations in all areas
Spots and anticipates problems, implements solutions
Sees and exploits opportunities
SIGNIFICANT CONTRIBUTOR
Performs above expectations in all areas
Versatile in his/ her area of operation
Develops creative solutions and require little / minimal supervision
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.
THANK YOU