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.
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HRM Project on Performance Appraisal at Bharti Airtel
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
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)
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