PERFORMANCE MANAGEMENT PROCESS

Prepared By:
Mabroor Ahmed

What is Performance Management

Performance Management is one of the most important aspects of a managers role.

Its enabling and encouraging the right people to do the right things at the right time.

Performance Management: A four step process

Step 1: Performance Planning and Communication Step 2: Coaching/Feedback Step 3: Performance Review Step 4: Staff Development

Welcome to Indigo

Contents
Introduction Of Organization Major Department Key Functions Of HR Department Performance Management SWOT Analysis

About Mobilink
Subsidiary of Orascom Telecom Company Started Operations in 1994 Market Leader Having more than 30% market Share Vision Mission Statement

Vision & Mission

Vision
To become leading telecommunication Service Provider By offering Innovative communication solutions to our customers.

Mission
To be unmatchable communication system in Pakistan that provides best value to its customers, employees, business partners and shareholders.

Products & Services

Moilink Indigo Mobilink Jazz Mobilink Blackberry Mobilink Game Mobilink PCO GPRS Chat Services

Major Departments
Finance Department Customer Services Department Commercial Department Technical Department Internal Audit Department Information Technology Department Human Resources Administration and Legal Affairs Government Relation Department

Total Strength Of Employees

Over all: Top Managers Middle Managers Line Managers (Total 4500) 75 750 3675

Employees are Structured in Five Layers comprising Associates, Specialists, Managers, Directors and Chief Officers

Key Functions of HRM Department

HRM Planning Career Development Compensation

Recruitment/ Decruitment

HRM

Performance Management

Selection

Orientation

Training/ Development

Employees Performance Management

360 Degree Feedback

Written Essays

Multiperson Comparisons

Performance Appraisal Methods

Graphic Rating Scale

BARS
Behavioral Anchored

Critical Incidents

Written essay
A technique in which an evaluator writes out employee strengths, weeknesses,past performance and potential.

Advantages of this is simple to use. Disadvantages of this is more a measure of evaluators writing ability than of employee actual performance.

GRAPHICAL RATING SCALE

A performance appraisal technique in which an employee is rated on a set of performance factors. Advantages of this provide quantitative data , less time consuming than other methods. Disadvantage of this do not provide depth of job behavior assessed.

Critical incidents
A technique in which the evaluator focuses on the critical behaviors that separate effective from ineffective job performance. Advantage rich examples behaviorally based. Disadvantage time consuming lack of quantification.

Behaviorally anchored rating scales (BARS)

A performance appraisal technique that appraises an employee on example of actual job behavior.

Advantage focus on specific and measurable job behaviors. Disadvantage time consuming difficult to develop.

Multiperson comparisons
Performance appraisal techniques that compare one individuals performance with that of one or more other individuals. Group ranking Individual ranking Advantage compares with one another. Disadvantage unwieldy with large no of employees.

360 degree feedback

A performance appraisal method that utilizes feedback from supervisors employees and coworkers. Advantage of this is thorough. Disadvantage time consuming.

Performance Management
(conclusion)
To be meaningful, an appraisal system must be:
Reliable provide consistent results across time. Valid actually measure people on relevant job

content.

Performance Management in Mobilink GSM

Performance appraisal is done on an annual basis (from January 1st to December 31st) The immediate supervisor prepares an annual report in December of each year of each employee Increments are also given at the end of the year ,increments are percentage of salaries. Promotions is given on good performance after completing two years in the current grade. Bonuses are given but the employee must have to complete 6 months in the company service.

Performance Management
Key Performance Indicators
Leadership Communication Skills Team Work and Co-operation Problem Solving and Decision Making Flexibility and Customer Focus

SWOT ANALYSIS
SWOT ANALYSIS

Strengths Considered very strong and reliable Captured most of the potential customers (28 million and growing) Covering over 10,000 cities, towns and villages across the Pakistan First operator to introduce IR for the people of Pakistan A very strong brand image

Weaknesses
Most expensive telecom company both in call rates and SMS Weak customer retention Engineering department of Mobilink is not that well competent as compared to its new competitors

Opportunities
Can expand its networks in the uncovered areas Services in the future can be
Telephone Wireless Calling Cards

Mobile Phone Banking

Threats
Competitors Employees retention is also issue

Loss of loyal customer

Thank you