1. MBA HR
Performance Management

2. GROUP MEMBERS
NIKITA HADAWALE
 DEEPAL CHASIA
 HEMANT NAIK
 DAVIS JOSEPH


3. According to Armstrong and Baron (1998),
“Performance Management is both a strategic and
an integrated approach to delivering successful
results in organizations by improving the
performance and developing the capabilities of
teams and individuals”

4. 
The term performance management gained its
popularity in early 1980’s when total quality
management programs received utmost importance
for achievement of superior standards and quality
performance

5. OBJECTIVES OF PERFORMANCE
MANAGEMENT
To enable the employees towards achievement of
superior standards of work performance.
 To help the employees in identifying the knowledge
and skills required for performing the job efficiently
as this would drive their focus towards performing
the right task in the right way.
 Boosting the performance of the employees by
encouraging employee empowerment, motivation
and implementation of an effective reward
mechanism.


6. Promoting a two way system of communication
between the supervisors and the employees for
providing a regular and a transparent feedback for
improving employee performance and continuous
coaching.
 Identifying the barriers to effective performance and
resolving those barriers through constant
monitoring, coaching and development
interventions.
 Creating a basis for several administrative
decisions strategic planning, succession planning,
promotions and performance based payment


7. BOOZ ALLEN'S
PERFORMANCE MANAGEMENT MODEL

8. PERFORMANCE
MANAGEMENT SYSTEM
IN BSNL

9. BHARAT SANCHAR NIGAM
LIMITED
Bharat Sanchar Nigam Ltd. was
formed in October, 2000.
 The company offers wide ranging & most
transparent tariff schemes designed to suit every
customer.
 BSNL is the only service provider, making focused
efforts and planned initiatives to bridge the RuralUrban Digital Divide ICT sector


10. BSNL has more than 2.5 million WLL subscribers
and 2.5 million Internet Customers who access
Internet through various modes.
 The company has vast experience in Planning,
Installation, network integration and Maintenance of
Switching & Transmission Networks and also has a
world class ISO 9000 certified TelecomTraining
Institute.


11. SERVICES PROVIDED
BSNL Landline
 BSNL Mobile
 BSNL WLL
 Internet Services
 ISDN
 Leased Line
 Video Conferencing
 EPABX


12. ASPIRATION
Be the leading Telecom Service Provider in India
with global presence.
 Create a customer focused organization with
excellence in sales, marketing and customer care.
 Provide a conducive work environment with strong
focus on performance.


13. HUMAN RESOURCE AT
BSNL
 Bharat
Sanchar Nigam Limited has a vast
reservoir of highly skilled and experienced work
force of about 3,57,000 personnel.
 With
a corporate philosophy that considers
Human Resource as the most prized assets of
the organization, it's natural for BSNL to
continually hone employee skills, enhance their
knowledge and their expertise and their
aspirations to fruition.

15. OBJECTIVES OF PMS
To help achieve departmental objectives through
staff.
 To evaluate performance and improve
communication between managers and staff on
managing performance.
 To provide opportunities for development.


16. ROLES IN THE
PERFORMANCE APPRAISAL
PROCESS
1) Reporting Manager
2) Reviewer
3) HOD
4) HR Head
5) Normalization Committee

17. 
Reporting Manager
 Provide
feedback to the reviewer / HOD on
the employees’ behavioral traits indicated in
the PMS Policy Manual
 Ensures that employee is aware of the
normalization or performance appraisal
process
 Address employee concerns / queries on
performance rating, in consultation with the
reviewer.

18. 
Reviewer
 Discuss
with the reporting managers on the
behavioral traits of all the employees for
whom he / she is the reviewer
 Where required, independently assess
employees for the said behavioral traits;
such assessments might require collecting
data directly from other relevant employees

19. 
HOD
 Presents
the proposed Performance Rating
for every employee of his / her function to
the
 Normalization committee.
 HOD also plays the role of a normalization
committee member
 Owns the performance rating of every
employee in the department

20. 
HR Head
 Secretary
to the normalization committee
Assists HOD’s / Reporting Managers in
communicating the performance rating of all
the employees

21. 
Normalization Committee
 Decides
on the final bell curve for each
function in the respective Business Unit.
 Reviews
the performance ratings proposed
by the HOD’s to ensure an unbiased relative
ranking of employees on overall
performance, and thus finalize the
performance rating of each employee

22. 
Behavioral Traits

Some of the qualitative aspects of an employees’
performance combined with the general behavior
displayed by the employee during a year
constitutes his behavior traits.

23. Paramaters : 20% weightage for every parameter

FBE – Far Below Expectations

BE - Below Expectations

CME – Constantly Meeting Expectations

EE - Exceed Expectations

FEE - Far Exceed Expectations

Scoring :

0 to 1.4 for every parameter
