Objectives: Primary objective:

To find out the effectiveness of performance management system of Bharthi Airtel.

Secondary objective:

To enable the employees towards achievement of superior standards of work performance.

Boosting the performance of the employees by encouraging employee empowerment, motivation and implementation of an effective reward mechanism.

Promoting a two way system of communication between the supervisors and the employees for clarifying expectations about the roles and accountabilities, communicating the functional and organizational goals,

Providing a regular and a transparent feedback for improving employee performance and continuous coaching. .

Creating a basis for several administrative decisions strategic planning, succession planning, promotions and performance based payment.

Promoting personal growth and advancement in the career of the employees by helping them in acquiring the desired knowledge and skills.

OBJECTIVES OF THE STUDY: Provide a basis for promotion/ transfer/ termination. Enhance employees effectiveness by helping to identify their strengths and weaknesses. Inform them about expected levels of performance . If employees understand their roles well, they are likely to be more effective on the job. Identifying training and development needs of employees. Develop inter-personal relationships Relations between superior -subordinate can be improved through realization that each is dependent on the other for better performance and success. Aid wage administration: Performance appraisal can help indevelopment of scientific basis for reward allocation, wage fixation and incentive.

QUESTIONNAIRE ON PERFORMANCE MANAGEMENT SYSTEM:

1. What calendar you are using to evaluate the performance of employees? a) Month wise b) Twice a year c) Financial year d) day to day

2. Are you satisfied with the current performance, done by your organisation? a) Yes b) No

3. Employee performance in your organisation has been improved over the past 12 months in relation to, a) Effectiveness b) Efficiency 1 1 2 2 3 3 4 4 5 5

4.Which executive managers are driving your organisations performance management efforts? a) CEO b) COO c) CFO d) others

5.What do you believe to be the most important challenges in achieving Performance management success? a) Education & Training c) Culture change b) Understanding & managing user expectation d) Analytical skills

6. Is the strategy clearly communicated at all levels of the organisation? a) Yes b) No c) Partially Yes d) Partially No

7. Please describe your observation of the previous performance management system? a) Process transparency c) Set criteria b) Manager/supervisor competency d) Manager/supervisor attitude toward PM

8. Does your Performance Management Process support your company goals and objectives?

a) Yes

b) No

9. At what level you will rate the employees? a) Rating scale b) 360 degree c) Ranking method d) others specify-----

10. How are promotions determined in your organisation? a) Career ladders b) competition c) competency/skill acquisition d) Achieving their targets 11.What approaches do you take for managing poor performance? a) Retraining b) Termination c) Reduction in pay/status d) others specify---

12.Describe any one innovative or highly successful practices you are using in performance management system? a) b) c) d) Team based performance plans Competency based performance assessment Multi source feedback(360 degree) Others specify----

13. Do you have written performance plans and formal appraisals / ratings ? a) Yes b) No

14. Are there different performance management systems for different occupations or groups of employees? a) Yes b) No

15. What is the minimum period of performance that must be completed before a performance rating can be given? a) 60 days 16. b) 90 days c) 120 days d) more than this

REVIEW OF LITERATURE:

o Research from the Institute for Corporate Productivity ( formerly the Human Resource Institute) indicates that there are several well-defined steps that can make performance management an effective process in any organization. Their study, Finding the Keys to Performance Management: A Study of Current Trends and Future Possibilities surveyed more than 1,000 HR professionals representing various industries and company sizes. o Research by Hay Group Reports says, that Most Admired Companies have created performance management systems that take a well rounded approach to measuring performance. Such measurements include teamwork, long-term thinking, building human capital, developing and managing talent, and customer loyalty. This is compared to Average Companies which have performance management systems focusing on easily quantifiable measures that impact the bottom line: profits, growth and operational excellence.