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Neptune Telecommunications

Neptune Telecommunications . Performance Management System By: Nicole Soprovich , Kristin Walton, David St. John, Andrew Thomas, Rachel Wang, Ran Zhang. Overview. Mission, Vision & Values Strategic Vision Corporate Structure Job Descriptions Hay Plan Reward Systems & Bonus Structure

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Neptune Telecommunications

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  1. Neptune Telecommunications Performance Management System By: Nicole Soprovich, Kristin Walton, David St. John, Andrew Thomas, Rachel Wang, Ran Zhang

  2. Overview • Mission, Vision & Values • Strategic Vision • Corporate Structure • Job Descriptions • Hay Plan • Reward Systems & Bonus Structure • Implementation of new PM System • Conclusion

  3. Mission & Vision • Mission • We fulfill communication needs by providing our customers with quality service, lower prices and state of the art telephones. • Vision • We strive to be a telecommunications leader with quality mobile service by providing excellent customer service, reliability, reasonable prices and an amazing experience in our stores.

  4. Our Values • Values • Open and honest communication • Ethical practices • Knowledgeable and enthusiastic staff • A desire to create change • Accountability for product maintenance and services

  5. Strategic Vision • Increase market share through effective marketing campaign • Accountable to all stakeholders, not just shareholders • Expansion to 25 retail locations by 2012 • Implement successful performance management system to improve employee morale and increase productivity

  6. Corporate Structure

  7. Job Descriptions

  8. Hay Plan • How it works: • Four factors are all one needs to look at in determining the value of a job. • The Four Factors of the Hay System • Know-how • Problem solving • Accountability • Working conditions

  9. Reward Systems • Traditional vs. Contingent • Traditional focuses on seniority and hierarchy to determine the level of pay • Contingent pay plan based on performance; how efficiently and effectively an individual is working • Neptune Telecommunications will use a contingent plan

  10. Bonus Structure

  11. Implementing our PM System • Three phases of implementing our PM system: • The preparation before the appraisal meeting • Conducting the appraisal meeting/Implementing • The follow up after the meeting/Follow-up

  12. Training • A well-developed performance management system in the General Work Systemshould be followed: • Outlining the value of the organization, and statement of organization’s objective. • Define the priority of each job responsibility and goal. • A clear understanding of job expectations • Regular feedback about performance • Advice and steps for improving performance • Rewards for good performance

  13. Training • Some positive changes will employees see with the new process: • More face to face time with your supervisor. • Clear expectations agreed upon by both the supervisor and employee. • Enhanced training for supervisors. • Improved communication between employees and supervisors. ( Important) • Growth and development opportunities.

  14. Conclusion

  15. Thank you!

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