Вы находитесь на странице: 1из 5



Bharti airtel limited commomly known as airtel. Airtel is an Indian telecommunication company.it is largest private integrated telecom company in India it is largest wireless operator in world and largest telecom company listed on inian stock exchange


Performance appraisal refers to all those procedures that are used to evaluate the personality,performance &potential of its group members. Performance management describes the processes by which managers improve the performance of their employees by utilizing their power to reward, develop or discipline as appropriate. A performance management system documents these processes as company policy and may form a legally binding contract between the company and employees. It can be negotiated through individual contracts or by collective bargaining either directly with employees or with the involvement of a union. Steps involved in performance appraisals: 1.Give the employee the performance elements AND standards in writing 2.disscussion,counseling,maintaining log records 3.appraisal forms,preparation of appraisal 4.employees given appraisal reports for performance 5.handling of any dissatisfacation in appraisals

Main objectives of performance appraisal are:

1.provide a basis for prmotion,transfer,termination 2.Enhancing the employees effectivness by helping to identify their strengths & weaknesses. 3.identifying the traning & development needs of employees 4.develop interpersonal relationships between superior & subordinates 5.performance appraisal can help in development of scientific basis for reward allocation,wage fixation,incentives

Techniques of performance apraisal at airtel

1. Essay techniques: in this method appraiser records overall impressions about employee: strengths,weaknesses,promotability,development needs. 2.critical incident techniques: acc.to this method maintain daily log of what the employee does.susceptible to favouritism.

3.forced distribution ranking: relative rankings of employees with each other.employees allotted to certain performance category.difficult justification of result 4.180 degree performance apprasial Technique: in this method employees are appraised by two people i.e. self and boss or manager At Bharti Airtel the performance management system is quite robust which is designed keeping in mind both organizational as well as the individual goals and aspirations, but still there are some loopholes in the entire system: Firstly, there is no feedback system at Bharti through which employees can express whether they are happy with their appraisals or not. Secondly, there is lack of transparency in the system At times forced distribution takes place There is a lot of paper work involved which can be avoided

BHARTI possesses a robust performance management system which is designed keeping in mind both the organizational as well as the individual goals and aspirations. I have recommended certain measures for the overall betterment of BHARTIs performance management.these are: First and most important is the fact that there is lack of a feedback system for employees by which they can express their feelings about the appraisals. There is lack of transparency in the entire system. Once the employees have filled up the KRAs and self-appraisals, they do not know anything about the ratings given to them by their respective reporting manager, reviewer and the normalization committee. So there should be a provision that the employee can take regular feedback from his reporting manager and the HR department regarding the ratings awarded to them . The whole process is based upon paper work, which is very tedious and leads to many discrepancies. Moreover a lot of filing work has to be taken care of which is a very time consuming process. An online system should be developed so that the employees can fill up their KRA forms and also the PMS process should be carried out online, which would facilitate accurate responses from the employees. This would lead to faster and better implementation of the PMS. The ratings awarded to an employee on the basis of his behavioural traits are only qualitative in nature and the quantitative aspect of the same is neglected. Due emphasis should be laid down on quantifying the ratings that are given to the employees for this aspect. During the normalization process, sometimes it happens that in order to fit in all the employees in the pre-decided normalization percentage, the employees of a particular function cannot be awarded the ratings that the deserve since there is a fixed percentage of employees that fall into a particular performance rating.

Other Suggestions for Improving Performance Management System

1.Counseling: Counseling is an interpersonal dialogue between manager and subordinates. It helps in improving the attitude and behaviour and in avoiding climate of mistrust and hostility. Attitude Training for Workmen:Attitude factor has a powerful influence on personal as well as organizational performance. It is demonstrable that employees having positive attitudes usually perform better. Training can facilitate an attitudinal makeover. Most organizations only focus on skill training for workmen, but forget that skills are attitude driven. Study Psychological Problems of Employees: All the employees working in an organization have their own unique personalities, education, values, experiences etc. Therefore some might have problems like frustration, stress and compatibility. Performance management system should include intervention programmes to identify and overcome such problems. Enhancing Job Satisfaction: Job satisfaction of employees has a motivational impact on their own performance as well as performance of the organization. Job satisfaction of employees depends upon a number of factors which need identified by HRD manag Conclusion: A sound appraisal system can contribute both to organizational morale and organizational performance, by improving the probability that a good performance will be recognized and rewarded and poor performance corrected. performance management system of bharti is rebust which is made keeping in mind both the organizational as well as the individual goals and aspirations. Although the performance management system is quite sound at Bharti, On the basis of these observations I have recommended certain measures for the overall betterment of Bhartis performance management system. At Airtel the HR team Measures the individuals performance linked to Organizational goals by giving employees a feedback, rewarding them, based on their achievements against set performance goals and required competencies and working out a plan for their development. The method which Airtel follows for Appraisal is 180-degree. PMS Airtel includes Developing job descriptions, selecting appropriate people with an appropriate selection process and providing effective orientation, education and Training. Coaching and feedback is provided which is followed by compensation, recognition and reward for peoples contributions.Promotional and career development opportunities for staff are provided.Leadership and other competencies of individuals are assessed and improved through various workshops and training programmes. Developmental gaps are identified during PMS and Self Development Plans.Though the Performance Management System applied in Bharti Airtel is effective, few things such as Counseling of the employees, attitude training and psychological problem identification should be incorporated in order

to make their PMS more effective.