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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