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GAP
ANALYSIS OF PERFORMANCE MANAGEMENT |
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“IN
PRIME TELECOMMUNICATION” |
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EXECUTIVE SUMMARY |
This
report presents an account of performance management operational
activities of PRIME Telecommunication. Our guiding principles during
the preparation of the report was to provide actual and relevant
information in a professional and reader friendly format in an
aesthetically pleasant layout, it provides a gap analysis on the
performance management practices been followed in the company. The
vision and mission of the performance management activates
development and strategies in the operations of PRIME
Telecommunication, it further elaborates the employees individual
growth and development and partnership with divert and international
focus.
GAP
ANALYSIS OF PRIME TELECOM
- Gap analysis is an analysis tool companies use to analyze the gap between where they are and where need to be. The "where they need to be" can result from competition, industry standards or government regulations. Thus, doing the gap analysis helps companies identify how to close the gap.
- In gap analysis, as applied to the PRIME telecom analyze the gap between their current service levels and the service levels their users require or expect.
- To do a gap analysis, we have done a detailed comparison of their current system and user satisfaction level with the systems and user satisfaction levels of the industry's best performers. For this comparison, companies will know what is required to close the gap.
HISTORY
OF PRIME TELECOMMUNICATION
“Off-Loading
Your Burdens with Fully Loaded Solutions!”
Prime
Telecommunication is adhered with the mentioned slogan since 2002.
It provides services in diversified spheres of telecom sector,
ranging from logistics to BTS site implementation, and up to the
Power Solution for site backup etc.
To
provide better services to customers, operationally company has been
splitting up in to different divisions:
- Logistic
- BTS Implementation
- Power Division
- Maintenance Division
- Consultancy
Prime
Telecommunication is providing services throughout Pakistan with
different Operators, and providing services on the philosophy of
Professionalism, Dignity, Commitments, Honesty and Integrity.
MISSION
Our
mission is to provide best quality, functional, and timely projects
committed to the enrichment and enhancement of our clients.
To
provide the personalized services of a small company, while
signifying the consistency and steadiness of a large company.
To
provide strategic planning and state-of-the-art network facilities
for telecommunication solution to our clients
PERFROMANCE
MANAGEMENT FUNCTIONS IN PRIME TELECOMMUNICATION
Performance
Agreement:
Human
resource department designed a job description for a specific job
that comes from the different departments of the company. Job
description consists of a clearly defined job role, job profile, job
requirements and objectives in form of targets to be achieved in a
context of a particular job. Moreover information about the required
knowledge, skills and competencies are provided that an individual
must hold in order to be applicable for the job.
GAP:
In
the designed job agreement of PRIME it is observed that standards of
performance, measures of performance and indicators to assess the
level of performance at a particular job role is not been defined.
Recommendations:
It
is recommended to place additional information regarding the
standards of performance, its measurement criteria and indicators to
assess performance level in the job description. This act would be
beneficial for the workforce to improve their performance since they
will know about the standards to be followed from the very beginning.
Performance
& Development Planning:
Performance
and development plans of PRIME are formulated on the basis of past
performances and assessment of future needs. Plans set out clear
objective and tasks to be achieved. A little shade of success
criteria is provided so that it can be observed that the desired
results have been achieved.
GAP:
Individuals
are not empowered to formulate for themselves a performance
improvement and personal development plan. Employees can only
identify the suggestions while final development plan is formulated
by the management only.
Recommendation:
It
is recommended that involvement of individuals should be encouraged
in designing the performance and development plan.
Performance
Review Meetings:
A
performance review meeting in PRIME has been conducted once in a
month which means 12 times in a year. By conducting review meetings
regularly individuals are comfortable enough to inform timely about
the concerns or issues coming into their way of high performance.
Recommendation:
It
is recommended that review meetings should be conducted whenever
required instead of conducting it every month as a compulsory
activity. The review meeting when not required is creating non
serious behavior among employees.
Another
recommendation is to use the review meetings in a productive manner
rather than just a waste of time and energy and bring out the best
out of the process.
Objectives
of Performance Review Meetings:
The
core objective of performance review meetings in PRIME is more
shifted towards the communication among the individual and the
manager.
GAP:
The
rest of three standard objective of planning, learning and
development and motivation are been observed as lacking sorely. It is
detected that review meetings are not been taken as a serious process
for performance improvement rather then it is taken as for granted
routine.Unserious behavior is observed in the staff regarding the
review meetings.
Recommendations:
It
is recommended to the managers of PRIME to include motivational
aspects in performance review meetings to take the best benefit out
of the process. Furthermore the employees should be encouraged in
planning phase rather than just making few suggestions which they
know that most probably might be ignored or overlooked. It is the
work force which is working at the front line, hence their
recommendations in learning and development plans should be
considered on a serious note. This will benefit employees as well as
overall performance of the company will be increased.
On
Whom Should Performance Review Focus?
Like
an ideal performance management practice the review meeting are
conducted with every employee rather than paying more attention to
the extreme levels of upper or lower management.
GAP:
There
is no gap in this regard, as equal opportunity is being given to all
employees and they can meet the managers at least once in a month.
Dealing
with Positive & Negative Elements:
In
PRIME when the review meetings are being conducted then all the
positive achievements are praised while the areas for improvement are
also highlighted so that the performance of the employee can be
enhanced.
Preparing
for Review Meetings:
The
manager conducts the review meeting every month in PRIME on regular
basis and as mentioned above that the employees are now taking it as
for granted hence they do not prepare very well for the review
meeting, in fact they take it as a formal meeting in which they
simply discuss about the ongoing activities. But in case if they have
any conflict or issue then they duly prepare for it and provide facts
and figures related to the issue.
Self-Assessment:
Employees
of PRIME are provided an opportunity to assess their own performance
and this assessment is done under some certain evaluation techniques.
This process is conducted online by using systems so that everything
is in black and white without being bias. By allowing self-assessment
it comes in the knowledge of the management that where the employees
rate themselves and what is their view point of their own performance
level.
Methods
of Assessment:
Out
of seven methods of assessment, PRIME applies the rating technique to
assess the performance level of their employees. They are using
three-level scale rating technique for the assessment. It is designed
as following:
- Highly capable
- Fully capable
- Less than fully capable.
Recommendations:
In
order to distinguish between extreme ends of performers and middle
grade employees it is recommended to use the five-level scale for
rating purpose. Five-level rating scale may provide more clear
distinctions among employees.
Improving
Individual Performance:
For
the purpose of accelerating the level of performance of individual
managers tends to pay attention on providing the functions of ability
+ motivation + opportunity. Ability is increased by hiring quality
workforce, all placed at the right position according to their skills
and competencies. Motivational level among employees is amplified by
benefaction with a number of extrinsic and intrinsic rewards.
Conclusion:
In a
concise conclusion, we came to know about the HR practices
particularly in performance management area been followed in PRIME
Telecommunication. These practices are very much close to the
outlines which are been taught in the course of performance
management. Few gaps were identified in the research work but as the
PRIME Telecommunication is in a process of growth in Pakistan it is
expected that gradually in near future more emphasis will be given on
the standard practices and none of the gaps will be identified
thereafter.
In
the end, we came to know how performance management practices are
being implementing professionally how these benefit the company and
its work force.
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