16-10-2012, 11:56 AM
Performance Management System & PRP in BSNL
bsnl.ppt (Size: 1.27 MB / Downloads: 46)
PAYMENTS OF PLI/PRP
2007-2008
MOU GRADING WAS ‘FAIR’
EXECUTIVES AND NON-EXECUTIVES : 0.75 TIMES OF BASIC PAY SUBJECT TO RESPECTIVE MINIMUM AND MAXIMUM LIMITS
CASUAL LABOURS AND TSMs : Rs 3000
PAYMENTS OF PLI/PRP
2008-2009
REMUNERATION COMMITTEE INFORMED OF DPE DECISION REGARDING PERFORMANCE MANAGEMENT SYSTEM (PMS) & PERFORMANCE RELATED PAY (PRP)
COMMITTEE NOTED THAT CONSULTANT IS IN PROCESS OF DEVELOPING PMS; DISTRIBUTABLE PROFIT Rs 575 CRORES
COMMITTEE RECOMMENDED FOR 50% OF MINIMUM PLI PAYABLE AS PER GUIDELINES
BOARD AGREED TO ABOVE
NON-EXECUTIVES AND EXECUTIVES PAID: Rs 3500 & Rs 5000 RESPECTIVELY
CASUAL LABOURS AND TSMs : Rs 1500
Importance of PMS
PMS very crucial- especially in context of challenges before BSNL and company’s current situation
What is measured well is managed well
Brings objectivity, fairness, transparency in assessment- Builds Credibility of process
Harmonize individual, group and Company goals
Motivate employees for superior performance from each, to the best of his/her ability
Group Performance Management System (GPMS)
Covers all BSNL employees in 19 group types
Each Territorial Circle, non-Territorial Circle, SSA is a Group
Key Performance Indicator(KPI) based score cards designed for objective and transparent assessment of performance
GPMS in operation since last year.
Web based IT application developed which facilitates on-line data entry and evaluation.
GPMS score to form the basis of PRP, other financial incentives
Going forward- Individual performance evaluation
Aimed at measuring individual’s performance in most objective manner.
Individual Performance Management System(IPMS) being introduced
Scorecards contain key performance indicators(KPIs) specific individual’s job (IPMS scorecards).
GPMS score and PAR rating
IPMS is being progressively rolled out and would be integrated with ERP implementation
BSNL is taking various strategic initiatives to improve its competitive position and financial performance
PMS is being strengthened and several other measures are being taken to foster performance oriented work culture in the organizatio
The company hopes to turn around by next year and would thus become eligible for PRP payments
Till such time that the Individual PMS is implemented, GPMS would be utilized as Performance Appraisal rating (PAR) of each executive in a group