Introduction-
Bharti Airtel
Limited was one of the world's fastest growing telecom companies
That carved for itself a
leadership position in the global telecommunications sector. In October
2007, it achieved the distinction
of becoming the fastest private telecom company in the world to reach the
landmark of 50million customers in a single country, within a short period
of 143 months of start of operations. It was India’s leading private
sector provider of telecommunications services, covering a wide spectrum
comprising mobile, fixed line, broadband and enterprise services. As of
December 2007 it was India's largest integrated private telecom service
provider with 55.16 million mobile subscribers constituting a market share of
24.09% of the entire mobile telephone industry.
Bharti Airtel was the first
telecom company to have an All-India footprint by covering all the 23 telecom
circles of India.
It was one of the five largest
companies in India in terms of the market capitalization and the flagship organization
of Bharti Enterprises, one of India’s leading business groups with diverse
interests such as telecom, agro products, insurance and retail.
Its brand 'Beetel' was the country’s largest manufacturer and exporter of
world class telecom terminals.
Case
Analysis
Strengths
With the key result areas that
are used for measuring individual Performance, managers are able to focus their
efforts and energies in the right direction and be rewarded for the same. The
appraisal is based more on facts than on value judgments or intuitions and
gives appraise full opportunity to discuss his point of view. Every employee
giving in writing their goals for the next financial year is extremely
beneficial since it ensures transparency in the process and builds up the
manager’s trust and confidence in the system, thereby increasing his motivation
and commitment towards work. A set of Performance factors that are used to
evaluate employee’s help in converging the objectives of the individual and the
company and helps organization in reaching a position of excellence and
sustained growth
Problems
The Performance appraisal
form of each employee passes through a number of heads and needs to be signed
and rechecked by a number of VP‘s, which may create lot of confusion and waste
large amount of time. The appraisal comprises of lot of comments and remarks by
various heads and VP’s rather than simple grading on the basis of points, which
is not so practical and convenient in evaluating. The appraisal system is done
yearly and not quarterly. Rewards based on appraisal system are given only
occasionally which hampers the motivation of the employees. Employees don’t get
feedbacks properly as a result they can’t work properly on it.
I have recommended
the following:
Broader HRD base: One other thing to be noted is that
there is only one HRD office for the whole organization, which is not sufficient enough. The company
should have a few more of these department controls set up to make it reachable
to every employee of the organization.
The
appraisal system should be done on half yearly basis that is at least one
appraisal system in every 6 months. This helps the employees to keep a track of
their own performance also.
The
rewards based on appraisal system should be given often and regularly; this
gives motivation to the employees. The rewards should be given either in
monetary basis or reward basis.
Appraisal
should be done by the very next boss (e.g., Sales manager should appraise the
business executive who are working under them only). If the VP’s do the
appraisal system in many cases it is found that they are not fully aware of the
person’s performance.
