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    Performance Management - AIRTEL

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    sbaks
    This document summarizes Bharti Airtel's performance management system. It discusses how Airtel structures its business into three strategic units, has a large customer base across India, and uses a unified Airtel brand. It then describes Airtel's employee-focused HR policies and performance-linked incentive schemes. Airtel encourages employee involvement, accountability, and ongoing monitoring and feedback. Performance is evaluated based on pre-defined elements and standards, and good performance is recognized through awards and rewards.

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    Performance Management - AIRTEL

    Uploaded by

    sbaks
    4K views18 pages
    This document summarizes Bharti Airtel's performance management system. It discusses how Airtel structures its business into three strategic units, has a large customer base across India, and uses a unified Airtel brand. It then describes Airtel's employee-focused HR policies and performance-linked incentive schemes. Airtel encourages employee involvement, accountability, and ongoing monitoring and feedback. Performance is evaluated based on pre-defined elements and standards, and good performance is recognized through awards and rewards.

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    Performance management - AIRTEL

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    This document summarizes Bharti Airtel's performance management system. It discusses how Airtel structures its business into three strategic units, has a large customer base across India, and uses a unified Airtel brand. It then describes Airtel's employee-focused HR policies and performance-linked incentive schemes. Airtel encourages employee involvement, accountability, and ongoing monitoring and feedback. Performance is evaluated based on pre-defined elements and standards, and good performance is recognized through awards and rewards.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    4K views18 pages

    Performance Management - AIRTEL

    Uploaded by

    sbaks
    This document summarizes Bharti Airtel's performance management system. It discusses how Airtel structures its business into three strategic units, has a large customer base across India, and uses a unified Airtel brand. It then describes Airtel's employee-focused HR policies and performance-linked incentive schemes. Airtel encourages employee involvement, accountability, and ongoing monitoring and feedback. Performance is evaluated based on pre-defined elements and standards, and good performance is recognized through awards and rewards.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 18

    Performance Management

    system- Bharti Airtel


    Presented by
    Group-9
    Saumitra Pandey
    Saurabh Gupta
    Manu Soni
    Shashank Singh
    Introduction
     Flagship Company- Bharti enterprises.
     Structured into three individual strategic
    business units (SBU’s)
     Mobile Services
    AirtelTelemedia Services
    Enterprise Services
     Largest Player in the Mobile Segment.
     Customer base: 23-Telecom Circles of the
    Country
     Unified Brand "Airtel".
    EMPLOYEES at BHARTI AIRTEL
     Employee Friendly HR policies.
     ‘Mantra’ for Employee Delight
     People
     Pride
     Passion
     Processes
     Performance
     Follows “Open Door Policy”.
     Flexible Compensation Structure.
     Performance Linked Incentive (PLI) Schemes:
     KRAs
     Individual Performance
    Corporate Social Responsibility
     CSR -way of life.

     Encourages Employees:
     Take Decisions.
     Design Business-linked Processes

     Embedded in ‘Corporate Values’:


     Be Responsive to Needs of Customers.
     Trust and Respect Employees.
     Continuously Improve Services.
     Be Transparent and Sensitive in Dealings.
    Organizational Structure
    Why Airtel???
     Popular Brand

     Easy Access to Information

     Fascination towards Telecom


    PMS @ Airtel
    PMS @ Airtel
     Employees Involvement
     Planning Employees' Performance
     Elements.
     Standards.
     Performance Elements and Standards
     Measurable.
     Understandable.
     Verifiable.
     Equitable.
     Achievable.
    PMS @ Airtel
     Employees Accountability-Work Assignments or
    Responsibilities.
     Performance Plans are Flexible.
    PMS @ Airtel

     Assignments and Projects are Monitored


    Continually.

     Methods:
     ConductingProgress Reviews.
     Ongoing Monitoring.
    PMS @ Airtel

     Training.

     GivingAssignments that Introduce New Skills


    or Higher Levels of Responsibility.

     Improving Work Processes.

     Other Methods.
    PMS @ Airtel
     Rating-Evaluating Employee or Group
    Performance.

     Rating of record-According to Procedures.


     Based on KSA’s decided
     360*/ 270*/ 180*

     Impact on Various Personnel Actions


     Promotions.
     Payincreases.
     Reduction in Force.
    PMS @ Airtel
     Good Performance is Recognized.
     Recognition: ongoing and part of day-to-day
    experience.
     Awards:
     Cash.
     Day off.
     Other Non-monetary Items.
     Suggestions are also Rewarded.
    PMS in Theory
    Comparison
    Awards

     The Gallup Great Workplace Award (Two years


    in Row-2008 & 2009)

     Best Employer Award


    Any Questions???

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