GSMA

Case Study

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The GSMA represents the interests of mobile operators worldwide. Spanning more than 220 countries, the GSMA unites nearly 800 of the world’s mobile operators with more than 230 companies in the broader mobile ecosystem, including handset makers, software companies, equipment providers and Internet companies, as well as organisations in industry sectors such as financial services, healthcare, media, transport and utilities. The GSMA also produces industry-leading events such as the Mobile World Congress and Mobile Asia Expo.

The Challenge

In 2012, the GSMA was looking to take its paper-based performance management process online.  As an international organisation with its workforce spread around the world, a key requirement for the performance management system was that it must work globally and be accessible remotely so that staff could log on from any location. The organisation had previously trialled an online performance management system, but had discontinued usage due to the unreliability of the software. It was therefore critical that any new system was intuitive, easy to use and always accessible in order to maintain confidence in the performance process within the business.

The Solution

After a thorough review of the market, the GSMA selected PlusHR Performance, PlusHR’s specialist online performance management tool, due to its user-friendly interface and strength of its reporting capability. The scope of the system was to manage, monitor and analyse the individual performance of the GSMA’s global employee population. We worked in partnership with the GSMA’s HR team to agree an appropriate format for objectives, performance reviews and personal development plans. Our specialists then configured the system to meet the requirements of the new process, including setting up the automated workflows and notification messages, and trained the HR team on how to maximise their use of the system.

The Result

The GSMA now has a global online performance management system where people can readily input their performance objectives, appraisals and development needs in real time, regardless of their location. The HR team can use the data to understand performance trends across the organisation and formulate succinct and relevant learning and development plans, without needing to manually collate or manipulate the data.

We were able to customise the system to fit our existing processes while maintaining its simplicity, resulting in improved employee engagement and time management and also a significant reduction in employee queries. And for the first time, we have a system that enables us to easily report on employees’ learning and development needs, allowing us to better plan and align our resources to achieve maximum impact.

Clare Rozwadowski

GSMA

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