perfomance management

1
(No Transcript)
2
PERFORMANCE MANAGEMENT PROCESS
Prepared By Mabroor Ahmed
3
What is Performance ManagementPerformance
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.
4

Performance Management A four step process

Step 1 Performance Planning and
Communication Step 2 Coaching/Feedback Step
3 Performance Review Step 4 Staff
Development
5
Welcome to Indigo
6
Contents

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

7
About Mobilink

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

8
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.

9
Products Services

• GPRS
• Chat Services

• Moilink Indigo
• Mobilink Jazz
• Mobilink Blackberry
• Mobilink Game
• Mobilink PCO

10
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

11
Total Strength Of Employees

• Over all (Total 4500)
• Top Managers 75
• Middle Managers 750
• Line Managers 3675
• Employees are Structured in Five Layers
  comprising Associates, Specialists, Managers,
  Directors and Chief Officers

12
Key Functions of HRM Department
Career Development
Compensation
HRM Planning
Performance Management
HRM
Recruitment/ Decruitment
Selection
Training/ Development
Orientation
13
Employees Performance Management

14

Performance Appraisal Methods
15
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.

16
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.

17
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.

18
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.

19
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.

20
360 degree feedback

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

21
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.

22
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.

23
Performance Management

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

24
SWOT ANALYSIS
SWOT ANALYSIS

25

• 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

26
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

27
Opportunities

• Can expand its networks in the uncovered areas
• Services in the future can be
• Telephone
• Wireless
• Calling Cards
• Mobile Phone Banking

28
Threats

• Competitors
• Employees retention is also issue
• Loss of loyal customer

29
Thank you