Professional Documents
Culture Documents
Ab Hoi Final Uff
Ab Hoi Final Uff
SUBMITTED TO:
Sir Abdullah Hafeez
SUBMITTED BY:
Hafiz Muhammad Noman
Muhammad Umar
Jameel Ahmad
Tehreem Arif
Adnan Wazir
Ali Khalid
Rida Arif
pg. 1
COMPANY
pg. 2
Table of Contents
1.
Acknowledgement..04
2.
Executive
Summery
.. 05
3.
Introduction
of
the
Company..06
4.
Services
they
offer..07
5.
NAYATEL
ideologies..
.08
6.
Performance
appraisal
in
NAYATEL...
.09
7.
Research
Analysis....11
8.
Conclusion...18
9.
Suggestions
.19
10.
Questionnaires...21
pg. 3
ACKNOWLEDGEMENT
Words are only representations of our regards and gratitude that we have
towards our actions and their inherent associations. As a matter of fact, without
co-operation, no thought could be coined into real action. Consistent motivation
and invaluable support throughout any project is an issue that cannot
quantitatively measure. These acknowledgements are only a fraction of regards
towards their gestures.
Our sincere thanks to Sir Abdullah Hafeez. We express our deep sense
of gratitude to Sir who has been a source of inspiration throughout the course of
this work with her inestimable advice and moral encouragement. Our Group
members who have given an immense support throughout the course of the
Project and rest who all are attached to this Project directly or indirectly.
We would like to thank HR head of NAYATEL Mr Taimoor Sohail who
helped us in completion of our project.
pg. 4
EXECUTIVE SUMMARY
Managing human resources in todays dynamic environment is
becoming more and more complex as well as important. Recognition of
people as a valuable resource in the organization has led to increases trends
in employee maintenance, job security, etc. Our research project deals with
Performance Appraisal or evaluation as carried out at NayaTel. In this
report, we have studied & evaluated the performance evaluation process as
it is carried out in the company.
The first section of our report deals with a detailed company profile. It
includes the companys history: its activities and services they are offering,
this section attempts to give detailed information about the company and
the nature of its functioning.
In the second section we discussed what services they are offering and
what the ideologies of Nayatel are. Further we have explained the
performance appraisal methods and the process of performance evaluation
in Nayatel.
pg. 5
INTRODUCTION
Nayatel (NTL), a sister concern of Micro net Broadband which has been
a pioneer in Pakistan providing DSL broadband services since 2002, launched
South Asia's first fiber to the home (FTTH) network in Pakistan in 2006.
NayaTel has so far deployed over 1100km of fiber cable in Rawalpindi and
Islamabad providing world class, high speed Internet, point to point data,
fixed line next generation telephony, cable TV including HDTV services to
around 15,000 thousands mission critical business and home customers. In
2011, NayaTel was declared 2nd fastest growing organization in Pakistan by
AllWorld which was established in 2007 by Deirdre M. Coyle, Anne Habiby
and Professor Michael E. Porter of the Harvard Business School, USA.
NayaTel is not only maintaining top quality services but is continuously
expanding its customer base as well as having joint ventures with other top
organizations in Trust which is a global provider of digital payment and voice
biometric solutions.
pg. 6
NayaTel contains a dynamic team of over 630 members who are very
dedicated, committed and believes in working beyond the call of duty to
achieve customer delight. That team is highly skilled yet very diversified.
NayaTel
is
committed
to
provide
excellent
employment and
career
pg. 7
NAYATEL
IDEOLOGIES
VISION:
pg. 8
To become a role model of trust, set highest standards of quality and add
value
to
the
society
HR VISION:
Lead
and
Facilitate
continuous
change
towards
organizational
pg. 9
pg. 10
Another technique that is useful for coaching purposes is, of course, MBO.
Like the critical incident method, it focuses on actual behavior and actual
results, which can be discussed objectively and constructively, with little or
no need for a supervisor to "play God.
pg. 11
Purpose of evaluation:
One of the best ways to appreciate the purposes of performance
appraisal is to look at it from the different viewpoints of the managers, the
employee and the organization.
The main purpose of evaluating their employees performances to get
to know how they are performing and whether it is up to the standards or
below the standards (monitoring).Then according to the performance of their
employees they reward them which ultimately motivate them to do even
pg. 12
They also evaluate them to see where they are lacking in and in what areas
they are lacking and then we can work on those areas and overcome their
fears and problems.
The performance appraisal is an essential part of the human resources
department's contribution to an organization. An effective appraisal may not
only eliminate behavior and work-quality problems, it can motivate an
employee to contribute more. Often, a company will ask its employees to
perform "360-degree feedback" that assesses peers and subordinates as well
as supervisors and management. Regardless, the opportunity to receive and
give constructive criticism shouldn't be ignored.
Duration of evaluation:
After every three months they evaluate their employees performance
online. They also do the evaluation on annual basis as well. The evaluation
after every three months is of routine type but after each year evaluation is
done thoroughly in which every aspect of the job is evaluated.
On what basis they do evaluation:
pg. 13
pg. 14
pg. 15
pg. 16
Fair evaluation:
They have a 360 degree evaluation system in which many members are
involved in evaluation e.g. employees subordinates, peers, colleagues,
supervisors and sometimes from customers and suppliers
which in turn
pg. 17
themselves are also evaluated .Their evaluation are done by the CEO of the
organization. The CEO of the organization is Wahaj Siraj. He evaluates all
managers of the organization and rewards them according to their
performance.
But some of the criterias are kept hidden so that no one can manipulate the
evaluator and the evaluation can be done as fairly as possible i-e
Energy level on the job
Relation with other employees
pg. 18
100 % Performance:
No one is Celebrating a job well-done is the easy part of the
performance appraisal. Noting areas of improvement is not so easy.
Nevertheless, no one is perfect, and the performance appraisal is an ideal
time to diplomatically highlight areas that need improvement.
No one is able to get 10 out of 10 points. No one is perfect there is
always a room for improvement for everyone.
NAYATEL believes in Total Quality Management, and all sort of
measures are taken to ensure quality. Most of the employees at NAYATEL
have excellent performance on their jobs. But no matter how efficient on is at
his job, there is always room for improvement.
Thats the reason why no one has ever got 100% in his evaluation.
Access to HR department:
Easy access to the HR department can be very beneficial for the employee of the
organization. It would increase the trust of employee on the organization and increase their job
satisfaction, motivation and moral.
In NAYATEL they have got the open door policy which means that any employee can
directly go to the CEO for discussing any job relating matter.
Even the bottom level staff such as sanitary workers can directly go to the HR department
for discussing any query relating his job.
Change they want in evaluation system:
Basically the evaluation system of NAYATEL is working at is best without any many
major flaws and they do not need any change in their evaluation system. But if some policy in
recruitment changes they would need to cope with the change and change the evaluation system
or criteria accordingly.
pg. 19
Now a days they are trying to introduce a paperless environment in the evaluation process
which would reduce the paper work in HR department. They want the evaluation process to be
networked (online) which would minimize the time spend on the evaluation of employees.
Legal Actions against wrong evaluation:
If wrong evaluation takes place in an organizations appraisal system, then
necessary legal actions should be taken against it. According to HR manager
of NayaTel his thing never happened yet, because they handle things very
carefully and an employee has every forum in the organization to discuss
their problem. There is open environment for employees, they can discuss
the problems and can get the solutions , So, no chances of such thing to
happen.
Evaluation form:
They do online evaluation after every 3 months (quarterly) and 360
Degree evaluation after every 6 months. Now they are working on
automated system. They do have an online form on which they do the online
evaluation. Their evaluation is confidential, so that they didnt shared that
form with us. There is also in-house software on which they do the
evaluation.
Evaluation of CEO:
In NayaTel Evaluation process is being practiced from top to bottom,
every person is involved in evaluation process. Top line managers evaluate
middle line managers and middle line managers evaluate lower line
managers, but CEOs are not evaluated.
Future Goal:
Currently NayaTel is following both paper work and online evaluation
methods, There future goal is to minimize paper work and to increase the
pg. 20
CONCLUSION
After having analyzed the data, it was observed that there was
appraisal in the organization. It is an effective tool, since it is on Quarterly
basis . Performance appraisals in NayaTel are satisfactory for its effective
management and evaluation of staff. Appraisals here are helping individuals
to develop, improve organizational performance, and feed into business
planning. Performance appraisals enable management in monitoring of
standards,
agreeing
expectations
and
objectives,
and
delegation
of
i.e
SUGGESTIONS
pg. 21
After doing the analysis we found out that performance evaluation in nayatel
is doing good. Rewards also given to deserving employees but there is
always room for improvement. Following are some suggestions from our side,
NayaTel can follow them to improve their performance evaluation system:
Time period for evaluation of employees should change after some time.
then complexity.
There is always wrong perception in employees mind about the evaluation
motivated
Assessment should be done more then person so that chances of unfair
changed.
Before making any final decision about evaluation. Evaluator should ask
to
by
discussing
employees
organization.
The job and role expected from the employees should be decided well in
advance and that too with the consensus with them.
pg. 22
quantifiable data.
Lack of Truth about Organization culture is conveyed through 90 degree of
QUESTIONNAIRES
Q1: Why should you evaluate?
pg. 23
pg. 24