critical review of performance management system at telenor pakistan

7/24/2019 Critical Review of Performance Management System at Telenor Pakistan

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Critical Review ofPerformanceManagement SystemCompany: Telenor Pakistan

05835Faisal !ma" #afri


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Critical Review of PerformanceManagement System at Telenor

PakistanIntroduction

s per Telenor$s policy "oc%ment& performance review is meant to !ave

following o'(ectives:

To allow an opport%nity to !ave a constructive dialoguean" gain

necessary feedback

)%ring t!e "ialog%e& s!o%l" focuson performance against your setgoals

)o ens%re t!at yo% alignperformance e*pectations for t!e remainder

of the year Reviewyour development activitiesan" "isc%ss progress against

eac! "evelopment goal Perfect opport%nity to 'ring in practice t!e tools + tec!ni,%es from t!e

recent Conversations with Candortraining in or"er to !ave a

more meaningf%l "ialog%e

Background

T!e performance management system at Telenor is calle" Telenor

)evelopment Process -T)P./ t starts every year in Fe' after goal settings

an" en"s 'y #an every year/


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1oal )esign

t t!e start of every year in #an& line manager an" employee sit toget!er to

"evise yearly targets an" goals/ 2ase" on t!e signicance an" relation to

work& weig!tage is also given to every goal/ n"ivi"%al is also e*pecte" to

come %p !is own in"ivi"%al "evelopment plan an" s!are it wit! !is line

manager/ 1oals are t!en fe" into t!e 4R system manage" 'y ork"ay nc/

Half Yearly Discussion

!alf yearly "isc%ssion wit! line manager is "one on a review of si* mont!

performance/ 6o eval%ation is re,%ire"/ 4owever a "ialog%e is necessary

wit! comments on performance 'y 'ot! t!e line an" !is manager an" same

nee"s to 'e locke" on t!e ork"ay portal/

elf!"valuation#

T!e T)P process starts in )ecem'er every year/ T!e C7 formally sen"s o%t

an email to start t!e T)P process/ T!e w!ole process is r%n online t!ro%g!

organi9ation$s own intranet portal "evelope" 'y ork"ay nc/ few "ays$

time is rst given to every employee& to selfeval%ate !imself& in a self

eval%ation form& against t!e goals preset at t!e start of every year -i"eally./


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7mployee is re,%ire" to rate !imself against every goal wit! necessary

(%stication/

fter "oing selfeval%ation& employee is re,%ire" to review !is "evelopment

of lea"ers!ip an" skill "evelopment plan w!ic! !e an" !is line manager

agree" at t!e start of every year/ 7mployee is re,%ire" to provi"e !isfee"'ack an" give s%ggestions for improvement/

part of selfeval%ation form also incl%"es ;fee"'ack to yo%r lea"er$ w!ere

any employee can write "own anyt!ing w!ic! !e wants to "isc%ss/ Since t!is

is all online& so t!e fee"'ack entere" is save" an" it is 'in"ing on t!e

manager to "isc%ss it "%ring t!e ;pre"ialog%e$/

$re!Dialogue

nce all t!e employees !ave entere" t!eir selfeval%ation& line manager

sc!e"%les a ;pre"ialog%e$ wit! !is reports/ Selfeval%ation is "isc%sse" an"

employee is given ample an" s%


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propose" 'y t!e line manager can 'e accepte" or mo"ie"& 'ase" on t!e

review of every can"i"ate$s prole/ 4owever& in practice& %s%ally only

potential 'ase" "isc%ssion is "one in t!is ro%n" an" line manager is ass%me"

to 'e t!e 'est (%"ge of any can"i"ate$s performance/

Dialogue

nce t!e "isc%ssion wit! t!e gran"fat!er !as 'een nis!e"& line manager

gets 'ack to t!e employee w!ere !is performance an" potential is

comm%nicate" to !im/ f t!ere is a serio%s con@ict& employee can contact !is

gran"fat!er for review -in"irect c!annel an" permitte"./

&ccept or 'ebut (ption

f t!e ratings are in agreement& employee ;accepts$ it in t!e ork"ay portal/

f t!e sit%ation is grave an" serio%s& t!en employee !as t!e rig!t to ;re'%t$ in

t!e ork"ay portal& after w!ic! 4R wo%l" (%mp in for a settlement an"

reconciliation/


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'eward Determination $rocess

fter t!e acceptance of t!e performance review& eac! employee is accor"e"

!is ann%al varia'le payo%t an" 'on%s/ T!is 'on%s is a com'ination of

employee$s own performance an" company$s ac!ievement of ann%alo'(ectives/ 80A weig!tage is given to employee$s own performance an" B0A

to organi9ation$s o'(ectives/

T!e payo%t can 'e on a scale of > D/ 7mployees awar"ee ;e*cee"s

e*pectation$ an" ;!ig! potential$ may get a payo%t of D 'on%ses -D mont!ly

salaries.& if t!e company$s o'(ectives are met 00/ T!is payo%t is %s%ally

given wit! t!e salary of t!e mont! of Marc!

&nalysis of the $erformance )anagement ystem

ccor"ing to internal engagement s%rveys& many line managers ll in

goals of t!eir reports for t!e sake of lling only/ #%st 'efore !alf yearly

review& t!e act%al goals are a""e" w!ic! t!en carry forwar" till t!e en"

of t!e year/ T!erefore& t!is practice nee"s to 'e eliminate"/ 4R nee"s

to 'e involve" !ere an" goal mo"ication m%st 'e ma"e slig!tly

"i


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S%ccession Planning process is vag%e& only potential is i"entie" to t!e

employee

critical review of performance management system at telenor pakistan

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