done deal -airtel
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HISTORY
Sunil BhartiMittal founded the Bharti Group. In 1983, Sunil Mittal was into an
agreement with Germany's Siemens to manufacture the company's push-button
telephone models for the Indian market. In 1986, Sunil BhartiMittal incorporated
Bharti Telecom Limited (BTL) and his company became the first in India to offer
push-button telephones, establishing the basis of Bharti Enterprises. This first-
mover advantage allowed Sunil Mittal to expand his manufacturing capacity
elsewhere in the telecommunications market. By the early 1990s, Sunil Mittal had
also launched the country's first fax machines and its first cordless telephones. In
1992, Sunil Mittal won a bid to build a cellular phone network in Delhi.
Bharti Enterprises went public in 2002, and the company was listed on Bombay
Stock Exchange and National Stock Exchange of India. In 2003, the cellular phone
operations were rebranded under the single Airtel brand. In 2004, Bharti acquired
control of Hexacom and entered Rajasthan. In 2005, Bharti extended its network to
Andaman and Nicobar.'2009, Airtel launched its first international mobile network
in Sri Lanka. In 2010, Airtel began operating in Bangladesh.
Today, Airtel is the largest cellular service provider in India and fifth largest in theworld.
Bharatiairtel is one of Indias leasing private sector providers for
telecommunication services based on an aggregate of 66,689,943 customersApprox 64,370,434 GSM mobile subscribers.Approx 2,319,509 BhartiTelemedia subscribers.
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COMPANY PROFILE
Airtelcomes to you from Bharti Cellular Limited - a part of the biggest private
integrated telecom conglomerate, Bharti Enterprises.
Bharti provides a range of telecom services, which include Cellular, Basic, Internet
and recently introduced National Long Distance. Bharti also manufactures and
exports telephone terminals and cordless phones. Apart from being the largest
manufacturer of telephone instruments in India, it is also the first company to
export its products to the USA. Bharti is the leading cellular service provider, with
a footprint in 15 states covering all four metros and more than 7 million satisfied
customers.
VISION:
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To make mobile communications a way of life and be the customers' first choice.
MISSION:
We will meet the mobile communication needs of our customers through:
Error-free service delivery
Innovative products and services
Cost efficiency
Unified Messaging Solutions
CORE VALUE:
We will delight our customer with our simplicity, speed & innovation.
We will honours our commitment.
We will follow the highest standard of professional integrity & behaviour.
We will respect individual, build winning teams and lead by example.
We will create a fun filled and friendly workplace.
HRM DEPARTMENT:
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HR Mission Statement
To lead the organization in enhancing its human capital and creating a winning
environment where everyone enjoys contributing to the best of ones ability.
Airtel will achieve this by:
y Inspiring and motivating its people.y Developing its people to strive for higher standards.y Driving an open minded and enterprising corporate culture where people
through leadership at all levels dare to dream, dare to try, dare to fail and
dare to succeed.
y Attracting and recruiting the best talent
Airtel has a very defined and well structured department and its various policies of
keeping each employee productive part of the organization are intoned with the
corporate worlds requirement.
Employees in the company are largely committed to their organization and have
shown progress in the company. Employees are satisfied with the HR department
of AirtelGSM Company.
Humans are the basic tool for having competitive edge in the market for most ofthe organizations and Airtel is one of these. Airtel has one of the best HR systems
in India that gives it an edge over its competitors.
HR DEPARTMENT SECTIONS:
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HR department of Airtel has three sections.
Employee serviceso Payroll informationo Leave and medical recordo Final settlements and provident fundo Policies and procedureso Employees record and recreation
OD and Effectivenesso Training plano Talent managemento
Performance managemento Employees retentationo Orientation employee communication Staffing and compensation
o Staffing plan and HR budgetingo Management trainee and internship programo Interviewing and selectiono Headhunterso Compensation, benefits and incentive
HR Strategies:
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Human resource department is putting its efforts towards nurturing a winning
corporate culture and building organizational capabilities by ensuring that its
people at all levels are both able and willing to perform at consistently exceptional
levels. At AIRTEL the people have been empowered to a large degree by
minimizing out dated rules /regulations and plan to further eliminate the
bureaucratic barriers to capitalize on their ingenuity and talent.
HR strategy refers to the specific human resource management course of actions
that a company pursues to achieve its objectives.
But how these strategies/policies/practices are formulated and implemented
at Airtel. There is a whole process behind this.
The top team continues to play its role in providing the guidance and support to
people at all levels. The HR (peoples) function ensures that it leads thetransformational change by nurturing a climate, which would help in converting
the huge potential at disposal of the company into world-class performance.
The active and effective role played by HR in people development at
different levels organizational, departmental and individual is considered in
AIRTEL to be one of the most critical factors leading to the development of a
winning corporate culture. The effort continues to be directed towards developing
the skills of the shop floor employees, improving competencies of Business
Support Officers (BSOs), and enhancing the leadership qualities of managers.
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Like most big organizations, the development of HR Strategies is also done
in accordance with companys mission. First, Strategic planners analyze what
actually is the prevalent culture of the organization, what are the strengths,
weaknesses, opportunities, threats (SWOT analysis) of business and its market, and
on the basis of all the above analysis, companys strategic plan is established. In
the end HR strategies are formulated in accordance with this overall
business/companies strategic plans.
Based on these HR strategies, HR policies and practices are also formed and
implemented. Any abrupt change in the market requires the organization to follow
this analysis in order to be successful. That why organizations continuously keeps
on updating their strategies and policies.
:
Whole system for development of HR strategies/policies/practices is as below
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HR Practices at Airtel:
Mobilinks Competitive Environment
Economic, Political, Demographic, Competitive
and Technological Trends
Companys Strategic Situation
Companys Internal
Strengths and Weaknesses
Organizational Performance
Companys Strategic Plan
Companys HR strategies
Formulation of HR policies Formulation of HR practices
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These are few of the HR practices that I have learned from my resource person.
Planning Recruitment Selection Training & Development Compensation Performance Appraisal System Occupational Health and Safety measures CareerPlanning and Development Research and Development Reward Management Employee Relations
Planning:
After the emergence of new telecom companies, market has become much more
competitive and employees are less loyal to the company. Whenever they get anyopportunity better than the existing job, they just opt for that. Which is there right,
however Airtel is aware of this fact and thats why they do not have any formal
strategy for succession planning. They do consider the people from inside but
proper succession planning is not practiced in Airtel these days. When they entered
into the market they used to have strategy regarding this matter.
But now due to market trends they have transformed there new
strategies. According to the management its not useful to invest a lot in the
employee at a larger extent. They do develop employees for there career planning
but no formal succession planning is practiced.
Recruitment and Selection:
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In AIRTEL, the activity to fill a vacancy or a new job starts with the requirement
communicated by the respective managers to the HR department. The HR
department then looks for the possibilities of internal and external recruitment.
Internal Recruitment:In AIRTEL, internal recruitment is done for the managers of the higher grade and
directors. When a position is vacant, the HR department views the past
performance of the people working at lower levels than the vacant position and
chooses the right person who is promoted to that position.
At the manager and director level, the internal recruitment process is mostly
carried out but when managerial position is vacant and a suitable person is not
available for the desired post from with in the organization then external
recruitment is carried out.
External Recruitment:For external recruitment in AIRTEL, the line managers are required to make a
requisition form for the job in which they have to mention their need taking in
account the budget for establishment and salaries for the position of Management,
Business Support Officers and Workers. Role profile for the specified job is also
prepared matching up the requirement and the grade of the job. Training period is
also specified on the requisition form.
The requisition form along with the role profile is sent by the line manager to the
functional director for his approval and then forwarded to HR Manager. The HR
manager confirms the availability of budgets required for establishment, salaries
and cost of advertisement for the job. After all this, the requisition form along with
the job profile and the budget forecast is sent to the HR Director for his final
approval.
After approval from the HR director the HR manager and the line manager work
hand in hand to prepare job and person specifications for advertising or giving tothe headhunters.
The sources that AIRTEL uses to attract applicants are:
y Inviting applications through advertisementy Recommendations from the head hunters
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y Applications obtained from the data bank of AIRTEL where directapplications are received from time to time.
After a substantial amount of applications have been received, the line and the HR
managers again work together to shortlist the applications. This is done bycarefully going through all the application and by giving different weightage to the
following criteria:
y Quality of early schoolingy Grade obtainedy Extra Curricular activitiesy Overseas travel and educationy Agey Target Universityy Relevant experience
The HR Department then issue call letters to the short listed candidates along with
blank application forms by Date, time and venue for the preliminary interview is
advised and candidates are asked to bring along completed application forms. A
two-member panel of HR and line management carries out competency-based
interviews focusing on functional skills and managerial and supervisory skills.
After the preliminary interview is cleared people applying for different jobs are
tested in different ways. The following management competencies are assessed bya panel of cross-functional assessors In the case of management selection:
y Communication skillsy Resource managementy Rational decision makingy Influencingy Creative thinkingy Business development
The HR department is responsible for overall administration of the assessment
centre including training of the assessors.
.
The HR department provides details of remuneration package and terms and
conditions of service. The HR department also prepares appointment letter, service
agreement and finalizes other documentation for service record.
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Measures to improve competences and employee Skills:
In order to make its human resource productive and efficient, Airtel aggressively
work in developing its human resource capital through international and localtrainings as well as structured employee well-being programs, making it one of
the most sought after companies to work for in India. Airtel conducts several
training program in order to improve the competencies and skills of employees.
Orientation:Airtel has a very well organized and well established HR department that practices
all the HR strategies which are beneficial for the organization. As other
departments are well established and operational for their matters, HR department
is empowered to develop and plan what so ever is required for the company.
Orientation and induction is required for employee familiarization with the
organization and Airtel is well aware of this fact. Affiliation with organization is
only possible if the employees are informed about each and everything. When the
employee is hired he gets proper orientation and that orientation may exceed to few
months until he get the feeling of affiliation and get to know the organization well.
Training:Training is a planned effort by a company to facilitate employees learning of job-
related competencies. These competencies include knowledge, skills or behaviors
that are critical for the successful job performance.
At AIRTEL, there is a continuous assessment of the technical and managerial
skills. For the further enhancement of these skills formal training programmes
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offered at all levels. The employees are provided with opportunities to put these
skills into practice, in preparation for the move to a managerial role.
Training is viewed at AIRTEL as a way of creating intellectual capital. Employeesare expected to acquire new skills and knowledge, apply them on job and share this
information with other employees. The training is cross-functional for sharing of
skills.
The employee are trained periodically either locally or abroad according to
preplanned schedules. The objective of such training is to upgrade the capabilities
of employees.
If an employee attends an overseas training then he/she has to serve the company
for a certain period after the date of completion of training subject to the cost and
duration of training itself. In case an employee leaves the company during this
period he/she will have to pay the amount specified at that point in time.
Training Methods
y On Job Trainingy Special Training Sessionsy Team Buildingy Problem Basedy Refresher Courses
Types of Training in Airtel:
On a general basis the training done in Airtel can be divided into two
categories:
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Soft skill training
Technical Training
Soft Skill Training:
Helping your employees develop a stronger base of knowledge on topics that
affect their personal lives can make them more productive and less distracted in
their jobs. Soft skill development courses in areas like personal finance and
childcare can help your team better manage the most important areas in their
personal lives.
This may include the following things for e.g.
Conflict management training
People management training
Communication skills
Anger management
Time management training
Teamwork training etc
Technical Training:
This type of training has direct effect on the job of the employee. Specific
skills are focused and developed accordingly. The engineering trainings of
Airtel are also included with this along with
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Customer Services training
Sales related training
Marketing and technology training etc.
All these types of training are done to enhance the employees job skills at the
level he is at.
Training programs leads to:
y Leadershipy Influencingy Creative Problem Solving
Performance Appraisal:
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Reviewing performance and taking positive steps to develop employees further is a
key function of management and is a major component in ensuring the success of
the company through effective employee performance.
A review is about ensuring people know what levels of performance are expectedof them and then taking action to ensure they are trained and developed to perform
effectively.
Objectives of Performance Appraisals
yTo measure the work performance
y To motivate and assist employees in improving their performancey And achieving there professional goalsy To identify employees with high potentials for advancementsy To identify employees training and development needsy To provide a solid path for career planning for each individual
Appraisal Policy:
The intent of these appraisals is to review current job performance and
responsibilities, set goals and discuss further opportunities with reference to past
performance at Airtel.
Performance Review:
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At AIRTEL a review is intended to be an open and frank discussion between an
employee and their Team Leader/Manager. Generally there are two elements: first
is the element in which discussion takes place over the strengths and areas whichneed to be developed as displayed by the job holder over the past 12 months. The
performance is of course judged comparing the performance against the core
indicators of Job. The second element is concerned with discussing the training
needs/inputs activities that are considered to be appropriate to help the jobholder
overcome some of development areas discussed in the review and also those
activities that are deemed appropriate to build upon their current strengths.
Appraisal categories
Appraisal category Definition of category
% Of total numbers
of employees which
can be rated in this
category
1.expert Indicates exceptionalperformance
15%
2.very Good Indicate performance
that consistently
meets the
requirements of the
position, very good
indicates the
individual is on track
for advancements
10%
3. Good Indicated
performance that
requires improvement
8%
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(i.e. meet
requirements without
initiative or
advancement)
4. Basic Performance to be
improved (hardly
meets requirements)
5%
Sources of Performance Appraisal:
At AIRTEL the primary sources of performance appraisal are the managers and
secondary sources are employees themselves. Though the peers also give their
opinion but it usually does not have any weightage unless a conflict arises between
the manager and the employee.
CAREER PLANNING & DEVELOPMENT:
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Airtel faces much competition in the telecom industry so now they are focusing on
career Management of their employees in which they enable the employees to
better understand and develop their career skills and interests and to use these skills
and interests most effectively both within the company and after they leave the
firm. Career planning is the deliberate process through which someone becomes
aware of personal skills, interests knowledge, motivation, and other characteristics;
acquires information about other opportunities and choices; identifies career
related goals and establishes action plans to attain specific goals. Career
development is the lifelong series of activities (such as workshops) that contributesto a persons career exploration, establishment, and success ad fulfillment.
Airtel gives promotion to their employees on the performance basis. The
Airtel HR department develops the employees career development plans in which
the HR department predicts the next logical step for their employees within five
years.
Importance of Career planning in todays competitive world is as important as any
other HR function. Retaining your valuable Human resource today is one of the
biggest challenges that organizations are facing. So, HR needs to come up with
new strategies. Career planning and development is one of the basic tool and
strategy organizations are using for retaining their employees. This function
actually makes employees feel that they are important to the organization and
Airtel wants them to be at the top in their careers.
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However, at Airtel this function is not fully performed or we should say this
function is not performed satisfactorily. There are some policies on these but those
are not recognized that well. One point of policy is found along with the
compensation other with the recruitment. There should have been separate head for
these policies.
As far as the practices are concerned, all the employees were reluctant to talk about
this . However, what we analyzed is that career development is practiced but not
that openly. Specially, in case if some employee is considering of joining the
competitors firm. If such is a case then organization has discipline policies for that
even.
Promotion Policies
The new company structure is in five layers, comprising associates,
specialists, managers, directors and chief officers------in that order starting from
the bottom and working towards the top rung of the ladder.
Until approved otherwise, it would be mandatory for the employees to spend the
following maximum period at each level before a promotion to the next level
depending upon availability of a slot:
Associate 3-4 years
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Specialist 3-4 years
Manager 2-3 years
Director According to the president decision
Chiefs According to the president decision
However, employees who may not get a chance of promotion due to the non
availability of an existing slot, will be compensated by being moved over with in
the new salary range specified by the company
Reward System:
AIRTEL considers its employees not just as a cost but also as a resource in which
the company has invested from which it expects valuable returns. Pay policies and
programs are one of the most important human resource tools for encouraging
desired employee behaviors. The advantage of paying above the market average is
the ability to attract and retain the top talent available, which can translate intohighly effective and productive work force.
The incentive schemes and incentive objective have been clearly communicated to
all individuals and weekly progress report is also communicated to all concerned.
Compensation and benefit plans:
Airtel has a separate department for compensation. That department deals in
staffing and compensation planning. First of all this department has all the
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information regarding who is being employed and how it is performing. What so
ever promises are made to the employees, they know that. So its easy for them to
design compensation plans because they know every employee which is being
hired.
Compensation and benefit plans are particularly based on performance. If
performance is up to the standards of Airtel and the employee has good conducts
he is rewarded. After performance evaluation, results are rechecked and matched
with the standards. Based on that, proper compensation plans are designed.
Salary policy
The company will pay salaries of the employees as fallows
o All new employees have to open bank accounts in specified banksprescribed by the company so that their salary will be credited at the end of
each month.
o After opening account with the bank employees should forward his accountnumber to HR.o Upon termination of services the employee will receive his salary within 15
days up to the time of date of his last working day.
o Upon resignation the employee will be paid his dues during a maximumperiod of 15 days from the date he left the job.
Promotions
Promotions are also reward management technique to motivate employees. In
AIRTEL promotions are based on the merit and seniority (experience) basis. The
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one who performs well consistently over time gets reward in the form of
promotion.
Bonuses
The employee may receive 1 to 3 month bonus subject to evaluation of
accomplished objectives. In Airtel the reward system is based on the individual
performance and individual employee performance is judged for the reward. The
manager of respective departments recommends a candidate from his section forthe reward purpose to HR.
Reward Categories at Airtel
Intrinsic and Extrinsic rewards include:
Smart/Quality work Exceptional performance in a project Targets achievements Special assignments Medical care Life insurance Vacations Relocation Credit advance policy provident policy/advance against provident fund and a
capping of gratuity
Recreation Club Policy Travel Education assistance policy Mobile phone Business mobile phone policy Official Blackberry Policy Life insurance Medical entitlement
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Health& Safety Policies
The safety of employees is everyones responsibility. Accidents, precaution and
efficient work go hand in hand. All levels of employees have a primary
responsibility for the safety and well being of all of us.
Therefore, interest in practicing safety prevention must be encouraged by:
a) Setting good examples.b) Acting upon safety records.c) Reviewing safety programs.d) Holding personal interviews or group conferences.e) Starting activities that will stimulate and maintain employees interests.
No phase of operation of administration is of greater importance than accident
prevention. It is the policy of the Company to provide and maintain safe and
healthy working conditions and to follow operating practices that safeguard all
employees and result in safe working conditions and efficient operations. Proper
First Aid Kit will be available at all Airtel Offices including remote locations.
There is no need for such measures at Airtel as maximum jobs do not expose you
to the health hazards and are not such that require safety measures. However, there
is a tendency of being safe in every human and that shows when you visit some
Airtel officer to meet someone of a high designation level. You need to fulfill
various safety measures.
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Employee Relations:
It is the company policy to ensure that the required standards of performance and
conduct are maintained. The disciplinary procedure is intended only as a statement
of Company policy and management guidelines. It does not form part of the
contract of employment or otherwise have contractual effect.
Discipline Procedure:
y Warning may be addressed to the employees verbally and in writtenthrough their immediate supervisor. The warning shall refer to the
contraventions committed by the employee and will serve to remind the
employees the he/she abide by the company rules and regulations in
performing his/her work, and that this contravention should not berepeated in future.
y A written letter may be addressed to the employee describing thecontravention committed. The employee will also be notified that a
higher penalty may be inflicted on him in the contravention is repeated in
future. The warning letter may be registered in the employees personal
file. The respective supervisor and HOD can recommend issuance of
written warning. The HR department will issue it after approval of VP
HR.
y Deduction from the salary will be an amount of employee salarydepending on the type offence and decision taken accordingly.
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y The employee may be suspended from performing his or her duties for aperiod of time as conveyed in written.
y Unauthorized absence of more then two times in Six month can result intermination of employment.
y An employee who is absent from the job with out satisfactoryexplanation is considered to be an unauthorized unpaid absence.
y Discrimination, intimidation and harassment based on sex, race, religion,age, color, disability, sexual orientation and cultural background is
prohibited at the workplace.
The Head of Department should maintain direct control of all disciplinary records.
A copy of all records must be placed on the employee's personal file in the Human
Resources Department.
All warnings will remain upon the employee's personal file indefinitely, but will
normally be disregarded for disciplinary purposes after the following periods:
y Stage 1 - Verbal warning: 03 monthsy Stage 2 - Written warning: 06 monthsy Stage 3 - Final written warning: 12 monthsy Stage 4 - Dismissal
These time periods may however be extended in appropriate circumstances taking
into account the nature of the offence.
The time period will commence from the date of the letter/memorandum
confirming the warning, even though any specified time for improvement has
expired.
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Penalties:
Employees services may be terminated in following cases:
Insubordination
Dishonesty
Falsification of any official company records will subject to the terminationwithout prior notice.
Violation of Safety Rule
Violence
Causing a disturbance on company property resulting from fighting.
Profanity or Indecent Conduct
The use of profane language or engaging in immoral conduct.
Intoxication
Coming to work under the influence of drugs or bringing drugs into the facility.
Willful Damage to Property
Motivation:
As we know AIRTEL is highly aware of how to motivate its employees in the best
way. This can be judged by the enthusiasm and good spirit that people show in
performing their jobs. There is a well-devised system that AIRTEL follows for the
purpose of motivation. It includes both financial and non-financial rewards along
with the major Motivators and Dissatisfies.
The company recognizes the importance of making people drive towards their
goals and the basic step towards this is made through recognizing the value of
importance that the company gives to its employees. AIRTEL has a set of financial
rewards, medical, dental, vision and life insurance, retirement plan, educational
refund assistance, paid vacation days, family and work life balance benefits and
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profit sharing plan, Annual bonus opportunities, company cars etc. other ways in
which employees are motivated are:
y Employees are safe in knowing that they will be rewarded for any exceptionalwork. This reward is not only monetary. The employee being given recognition
and greater empowerment accompanies it.
y Employees are given a very beautiful and healthy work environment. Specialattention is given to make the physical environment most productive. This is
why AIRTEL offices are considered to be the most well decorated and
organized.
y As we know AIRTEL has a desire to promote the high achievers from with inthe company. Positions are given on merit and are transparent and fair in nature.
There is no special treatment. Therefore each employee knows that he can aimfor the top and actually get there. This has proved to be a great source of
motivation for the employees of AIRTEL.
Motivational factors:
Airtel is a leading telecom company and all the employees working there feel pride
in affiliating them with the organization. Its the biggest intangible motivational
factor. Affiliating with organization, employees are self motivated to work and
loyalty comes from within. However they have other factors too. They believe in
praising the good work done by employees and reward them on that. Reward may
be tangible or intangible. They also arrange parties in which star performers are
highlighted. Also they have informal meetings after performance evaluation andsupervisors, subordinates, colleagues talk about there success and are motivated
through intrinsic factors. Delegation of authority and empowerment re the tools
which they use to motivate employees and that is how they keep up the good work.
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Effective Performance Management
Performance management is one of the most important parts of a
Supervisors or team leaders job. Developing skills in performance
Management is wise investments that will help Airtel achieve its Goals.
Managing employee performance includes:
y Planning work and setting expectationsy Monitoring and measuring performancey Developing the capacity to performy Periodically rating performance in a summary fashiony Recognizing and rewarding good performancePracticing good performance management requires proficiency in certain
competencies. Competencies are observable, measurable Patterns of skills,
knowledge, abilities, behaviors and other Characteristics that an individual
needs to perform work roles or Occupational functions successfully.
Performance management Competencies that all supervisors (and team
leaders) at Airtel Should develop and demonstrate include:
Communication
Establishing and maintaining effective communications with each Employee
not only requires good oral and written communications Skills, but it also
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includes the ability to establish good working Relationships. To
communicate effectively with employees, Supervisors must establish an
environment that promotes an open Door atmosphere, the sharing of ideas,
and employee involvement in decision making processes.
Setting Goals
Setting long and short-term goals with employees gives focus to Employee
efforts. When goal setting is done correctly, employees strive to accomplish
those goals and feel confident in achieving them. When goal setting is done
poorly,
work does not progress as desired. Knowing how to set goals effectively is
an important part ofPerformance management. To do this well, supervisors
need to be able to clarify expectations and to set realistic standards and
targets.
Measuring Employee Performance
Credible measures of performance that employees understand and accept are
critical for achieving high level performance. Measuring employee
accomplishments, using both qualitative and quantitative measures, provides
the information that supervisors and employees need in order to monitor
performance.
Giving Feed Back
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Feedback should inform, enlighten, and suggest improvements to employees
regarding their performance. Supervisors should describe specific work
related behavior or results they observe as close to the event as possible.
Coaching & Developing
Using their coaching skills, supervisors evaluate and address the
developmental needs of their employees and help them select diverse
experiences to gain necessary skills. Supervisors and employees create
development plans that might include training, new assignment, job
enrichment, self study or work details.
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