pm group presentation

8/7/2019 PM Group Presentation

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W W elcome to Our presentationelcome to Our presentation

BARI MD. ABDUL (09-93077-2)

ALAM SHARIAR MD. MONJURUL (09-93314-3)

BEGUM AFROJA (08-92649-3)

FARAZ DIL (09-93269-3)

AZMI TAFIM AL (09-93162-2)

DOWLA MD. ASAF ± UD (09-93191-2)

PRESENTED TO

REAZ AMEEN CHOUDHURY

Performance Management

Section: A



PRESENTATION ON

PERFORMANCE MANAGEMENT OFGRAMEENPHONE

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COMPANY OVERVIEW

Grameenphone is the leading telecommunications service provider inBangladesh.

it has stepped into its 15th year of operation

received its operating license in November 1996

started its service from March 26, 1997

it provides GSM technology

now GP subscribers is more than 30 millions

GP is best known for its service rather than its low tariff and value added

services



Company Values:

COMPANY OVERVIEW CONT.

Founding Partners of GP

10%5%

50%

35%

Telenor Grameen Telecom Marubeni Corporation Gonofone

Existing Shareholders of GP

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PERFORMANCE MANAGEMENT

PERFORMANCE MANAGEMENT

Performance Management(PM) is the process by which executives,

managers, and supervisors work to align employee performance with

the firm¶s goals.

An effective PM defines what performance to measure, measuresemployees performance accurately, and provides feedback to

employees about their performance.

PM involved Performance evaluation which is described as the

process of reviewing employee performance, documenting the review,and delivering it to the employee in the form of feedback.

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AUDIENCE ANALYSIS &THEIR BEHAVIOR

BENEFITS OF PERFORMANCE MANAGEMENT

Better understanding of his role

Understanding strengths,weaknesses

Motivation, job satisfaction and self-esteem

Discuss work problems

Develop relationships with superiors

Identify performer & non-performers

Improve communication between

employees and management

Identification of training and

development needs

Identification of potentials and

formulation of career plans.

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Improved performance throughout the organization

Continuous improvement and success.

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PERFORMANCE MANAGEMENT PROCESS IN GP

Assess past business and behavior performanceSet future business goals and update them throughout the year

Identify required development initiatives to meet expected business performance

and behavior

Facilitate formal feedback between manager and employee

Having individual goals & development initiatives aligned to business

strategy

Given feedback on performance and development by formal discussionsMeeting customer demands by focusing on vision and values

Meeting Grameenphone Leadership Expectations (

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PMP Appraisal Dialogue

PMP Status Dialogue

PMP Status & Goal Update Dialogue

THE PMP DIALOUGE S IN GRAMEENPHONE

PMP Status Dialogue

Synchronization with Going Dynamic

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The PMP Preview Management Meeting



THE PMP DIALOUGE S IN GP CONT.

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THE PMP PROCESS IN GRAMEENPHONE



DETAILES DESCRIPTION IN PMP SYSTEM CONT.

2A. Assessment of Goals: Two type¶s goals

Other Business Achievements- not-targeted achieved in the past year

Total Assessment: Business :

Total Rating (1-6)

Strengths in business performanceImprovement areas in business performance

Non-Bonus Goal

Bonus Goal

2B. Total Assessment of Behavior:Total Rating (1-6)

Strengths in behavior

Improvement areas in behavior

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2C. Overall Assessment :

Overall Rating- based on business performance and behavior

Appraisee¶s/Appraiser¶s Comments- input comments after the supervisor

confirms the appraisal

3. Goal Setting & Follow Up:

3A. Collective Goals for next year- division¶s organizational goals

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3B. Individual Goals for next year: Target-measuring parameters against which goals will be assessed

Bonus Goal-The goals that will be indicated as bonus goals by the supervisor

Weight-Each Bonus goal should always come with an assigned weight

Comments (Goals):Any further comments required to explain the goal

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4.0 Ambitions & Job Expectations

5. Development Plan

6. Finalize Appraisal

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REWARD MANAGEMENT

Reward management consists of the following elements:1. Financial Rewards

Increase the basic salary through the Performance Appraisal KPI rating.i.e.

Pay different types of incentive i.e. profit sharing, company share etc.

Give different types employee benefit like vacation trips, tour etc.

2. Non-financial Rewards:

Rewarded by performance recognition

Opportunity of further career development

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Key Performance Indicator (KPI) Base salary Increase (per year)

105 % above 18%

100% above 14%

80% above 10%



FEEDBACK SYSTEM

1. Feedback to Supervisor

2. Feedback to Employee

Behavioral assessment

Meeting discussion (both formal and informal)

Achieved target

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RECOMMENDATIONS

The PMP rating should not be based on achieved KPI only. It should be on overall behavior, employee¶s dedication, potentiality.

The PMP rating system should be unique i.e. it should not vary unit to

unit rather it should be same for the whole organization.

The PMP rating should be the average of all KPI¶s achieved.

Grameenphone should consider the promotions based on PMP System.

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CONCLUSION

Grameenphone is leading the market of mobile telecommunication

industry in Bangladesh with the major market shares. Performance

evaluation is the crucial part of a firm¶s performance management

process that involves accurately measure employees¶ performance.

Performance evaluation is the process of reviewing employee

performance, documenting the review, and delivering it to the employee

in the form of feedback. Grameenphone follow all those steps in their

PMP System that¶s why they have been success in this

telecommunication industry.

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Now, we are open fordiscussions

pm group presentation

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