Performance Mgt Mobilink

7/28/2019 Performance Mgt Mobilink

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PERFORMANCEMANAGEMENT PROCESS

Prepared By:Mabroor Ahmed


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What is Performance Management

Performance Management is one of the most importantaspects of a managers role.

Its enabling and encouraging the right people to

do the right things at the righttime.


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Performance Management:A four step process

Step 1: Performance Planning and Communication

Step 2: Coaching/Feedback

Step 3: Performance Review

Step 4: Staff Development


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Welcome to Indigo


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About Mobilink

Subsidiary of Orascom Telecom Company

Started Operations in 1994Market Leader Having more than 30% market Share

Vision

Mission Statement


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VisionTo become leading telecommunication Service Provider By offering

Innovative communication solutions to our customers.

MissionTo be unmatchable communication system in Pakistan that

provides best value to its customers, employees, businesspartners and shareholders.

Vision & Mission


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Products & Services

Moilink Indigo

Mobilink J azzMobilink Blackberry

Mobilink Game

Mobilink PCO

GPRS

Chat Services


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Major Departments

Finance Department

Customer Services DepartmentCommercial DepartmentTechnical Department

Internal Audit Department

Information Technology

DepartmentHuman Resources

Administration and Legal Affairs

Government Relation Department


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Total Strength Of Employees

Over all: (Total 4500)

Top Managers 75

Middle Managers 750Line Managers 3675

Employees are Structured in Five Layers comprising

Associates, Specialists, Managers, Directors and ChiefOfficers


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Key Functions of HRM DepartmentHRM

Planning

Recruitment/Decruitment

Selection

CareerDevelopment

HRM

Orientation

Compensation

Training/Development

PerformanceManagement


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Employees PerformanceManagement


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Graphic

Rating

Scale

Written

Essays

Critical

Incidents

360 Degree

Feedback

Multiperson

Comparisons

BARSBehavioral

Anchored

Performance

Appraisal

Methods


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Written essay

A technique in which an evaluator writesout employee strengths,weeknesses,past performance andpotential.

Advantages of this is simple to use.

Disadvantages of this is more ameasure of evaluators writing ability thanof employee actual performance.


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GRAPHICAL RATING SCALE

A performance appraisal technique in

which an employee is rated on a set of

performance factors.Advantages of this provide quantitativedata , less time consuming than other

methods.

Disadvantage of this do not provide depthof job behavior assessed.


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Critical incidents

A technique in which the evaluator focuses on the

critical behaviors that separate effective fromineffective job performance.

Advantage rich examples behaviorally based.

Disadvantage time consuming lack ofquantification.


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Behaviorally anchored rating scales(BARS)

A performance appraisal technique that appraises anemployee on example ofactual job behavior.

Advantage focus on specific and measurable jobbehaviors.

Disadvantage time consuming difficult to develop.


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Multiperson comparisons

Performance appraisal techniques that compare

one individuals performance with that of oneor more other individuals.

Group ranking Individual ranking

Advantagecompares with one another.

Disadvantageunwieldy with large no of employees.


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360 degree feedback

A performance appraisal method that utilizes

feedback from supervisors employees and

coworkers.Advantageof this is thorough.

Disadvantagetime consuming.

P f M


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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.

P f M t i


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Performance Management inMobilink GSM

Performance appraisal is done on an annual basis(from January 1st to December 31st)

The immediate supervisor prepares an annual reportin 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 aftercompleting two years in the current grade.

Bonuses are given but the employee must have to

complete 6 months in the company service.


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Key Performance IndicatorsLeadership

Communication SkillsTeam Work and Co-operation

Problem Solving and Decision Making

Flexibility and Customer Focus

Performance Management


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SWOT ANALYSIS

SWOT ANALYSIS


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StrengthsConsidered very strong and reliable

Captured most of the potential customers(28 million and growing)

Covering over 10,000 cities, towns and villages acrossthe Pakistan

First operator to introduce IR for the people of Pakistan

A very strong brand image


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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


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Opportunities

Can expand its networks in the uncovered areas

Services in the future can be

Telephone

WirelessCalling Cards

Mobile Phone Banking


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Threats

Competitors

Employees retention is also issue

Loss of loyal customer


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Thank you

Documents

Performance Mgt Mobilink