The HR Policies for Performance management of Airtel

1. Performance Management
on
BY,
HARI THIRUMAL
PGP B’03

2. Bharti Airtel
 Indian multinational telecommunications services company
headquartered in New Delhi, India. It operates in 20 countries
across South Asia, Africa, and the Channel islands.
 Airtel is the world's second largest mobile telecommunications
company by subscribers, with over 275 million subscribers
across 20 countries as of July 2013.
 Airtel is the Second largest in-country mobile operator by
subscriber base, behind China Mobile.
 The company has a submarine cable landing station at
Chennai, which connects the submarine cable connecting
Chennai and Singapore.

3. Bands
Unclassified Category :
Top Management
Band 3 : Sr.VP, VP, GM
Band 2 : DGM, Sr. Mgr
Band 1 : Mgr. Asst Mgr
Band F & SM : Sr. exe,
Exe
Band S : Officers and
Leads

4. Hay Job Evaluation
The focus is on the nature and the requirements
of the job itself.
Not on the skills, educational background,
personal characteristics.
Not on the current salary of the person holding
the job.

5. Philosophy of PMS
Performance
Management
System
Reward
Performance
Meaningful
Performance
Discussion
Career
Planning

6. Objectives of PMS
Reward for performance and drive business results
Focus on leadership behaviors for potential assessment and
development
Enable productive feedback and performance discussion
Key input to career planning
Enable process efficiency& adherence.

7. Components of
Performance
Management System

8. Independent Achievement &
Leadership Ratings(A & L)
Independent cycles for achievement and leadership
competency assessment-no complex matrix
KRA linked to Achievement rating only; Potential measured
through the Leadership rating
Increments related to both Achievement & Leadership
ratings
Achievement assessments in Mar/Apr

9. Simplified Leadership
Competencies
Competency behaviors simplified-Linked with the Bharti
Airtel DNA
No self appraisals-only top 2 strengths and
development needs
No competency assessment in the Mid-Year.
Leadership assessment in February

10. PMS System(KRA &
competencies)
Online system for filling in KRAs in the final
assessment.
Simplified one-page KRA form.
Online competency assessment form.

11. Simplified Normalization
Process
Ratings recommended by the reporting manager &
approved by reviewer (Super Boss)
Band 1 and Band 2 normalization at circle level
Band 3 and above normalized at Airtel Center for each
Function.
Exited Employees shall not be considered in the
normalization process.

12. Performance Management
Framework

13. PMS Framework for Band F
Employees
Assessment on KRAs only; Leadership Competencies not
included
Normalization will be intra-unit
Unit Performance will determine the bell curve
Performance Rating Scale will be consistent with other
bands: A1/A2/A3 and A4

14. Performance Management
Process

15. KRA Setting
Based on job requirement
Specific
Measurable
Achievable
Realistic
Time Bound
Challenging

16. Steps in PMS
Step 1
KRA setting
• KRA setting by Reporting Manager (RM)
• Matrix Reporting Manager (MRM)
Step 2
Mid Year KRA
Review:
• MRM: Provide performance input to RM
• RM: One-on-One discussion with employee
on performance; Finalize support channels

17. Steps in PMS
Step 3
Assessment of
Leadership Potential
•Self Assessment by Employee
•Leadership Potential Assessment by
Reporting Manager
Step 4
Assessment of
Performance on KRAs
& Normalization
•Self Assessment by Employee
•Rating linked KRA Assessment by
Reporting Manager

18. Annual Assessment
Process
•Capture performance inputs from
MRM
•Competencies
•One-on-One discussion
•Recommend “L” rating
•Submit to Reviewer
•KRAs
•One-on-One discussion
•Determine % ach
•Recommend “A” Rating
•Submit to Reviewer
•Identify SDP areas
•Review extremes of assessment
•Validate recommended rating
•Participate in normalization
Role of Employee Role of RM
Provide performance inputs to RM
Role of MRM
Role of Reviewer
RM- Reporting Manager
MRM- Matrix Reporting Manager
•Leadership
Competencies
•Identify 2 strengths &
development areas
•Submit the above as
Self Assessment
•KRAs
•Document progress /
hits / misses
•Submit the above as
Self Assessment
•Identify SDP Areas in
discussion with RM

19. PMS Calendar

20. Realignment of KRA
 Realignment of KRAs can happen on
account of :-
Transfers
Promotions
Organizational changes

21. Key activities and timelines for
Employees
Activities Start Date End Date
Mid Year Self Review 15th October 31st October
Self Assessment on “L” rating 5th January 20th January
KRA Setting for next year 1st March 31st March
Self Assessment on “A” rating 1st April 15th April

22. Key activities and timelines for
Reporting Manager
Activities Start Date End Date
Mid Year Review 1st
November
30th
November
RM Assessment on Leadership Competencies &
functional skills + Inputs on Career options
15th
January
31st January
Development Plan for team members 1st January 31st January
KRA Sign-off for next year 1st April 30th April
RM Assessment on “A” rating 15th April 30th April

23. Thank You