PERFORMANCE MANAGEMENT

SYSTEM AT BSNL

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 Rural-Urban Digital Divide ICT sector

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 Telecom Training Institute.

SERVICES PROVIDED BSNL LandlineBSNL MobileBSNL WLL Internet Services ISDNLeased LineVideo ConferencingEPABX

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

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

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

PERFORMANCE APPRAISAL

Performance Appraisal is done by balanced score card technique.

ROLES IN THE PERFORMANCE APPRAISAL PROCESS

1) Reporting Manager

2) Reviewer

3) HOD

4) HR Head

5) Normalization Committee

Reporting ManagerProvide feedback to the reviewer / HOD

on the employees’ behavioral traits indicated in the PMS Policy Manual

Ensures that employee is aware of the normalization / performance appraisal process

Address employee concerns / queries on performance rating, in consultation with the reviewer

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

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

HR Head

Secretary to the normalization committeeAssists HOD’s / Reporting Managers in

communicating the performance rating of all the employees

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

KEY CONCEPTS IN PMS

KRA’sBehavioral TraitsThe Performance Rating ProcessPromotion and Rating Distribution guidelines

Key Result AreasWhat are the guidelines for setting the

KRA’s for an employee?How does an employee write down his

KRA’s for a particular financial year? KRA’s: The Four Perspectives.How is the KRA score calculated for an

employee on the basis of the targets set and targets achieved? 

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.

The Performance Rating Process The rating process tries to explain the four different types of rating that an employee can achieve i.e. EC,SC,C and PC.

EXCEPTIONAL CONTRIBUTOR

Performs consistently and substantially above expectations in all areas

Spots and anticipates problems, implements solutions

Sees and exploits opportunities

SIGNIFICANT CONTRIBUTOR

Performs above expectations in all areas

Versatile in his/ her area of operation

Develops creative solutions and require little / minimal supervision

Promotion and Rating Distribution Guidelines

The promotion and normal distribution guidelines provide the framework within which the performance appraisal process has to work.

These guidelines also help in deciding upon the promotion cases in a year.

THANK YOU