Hi to all, Can somebody tell me "How to develop a Performance Management System". also tell is it different when making it for individual and for Organisation. Thanks in advance Manilam
From India, Delhi
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From India, Delhi
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Dear Manilam,
In the recent past, there was a good amount of discussion on this forum on how to design PMS. Please [click here](https://www.citehr.com/259167-pms-workers.html) to refer to my replies. If you wish, I will design the PMS policy for you and conduct training for managers. Please obtain the necessary approval from your management.
In the meanwhile, to make you aware of my training activities, I have attached my Training e-Brochure to this post.
Ok...
Dinesh V Divekar
"Limit of your words is the limit of your world"
From India, Bangalore
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8032In the recent past, there was a good amount of discussion on this forum on how to design PMS. Please [click here](https://www.citehr.com/259167-pms-workers.html) to refer to my replies. If you wish, I will design the PMS policy for you and conduct training for managers. Please obtain the necessary approval from your management.
In the meanwhile, to make you aware of my training activities, I have attached my Training e-Brochure to this post.
Ok...
Dinesh V Divekar
"Limit of your words is the limit of your world"
From India, Bangalore
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Dear Manilam,
You have raised the same post at another location as well. Click here to read my reply.
DVD
From India, Bangalore
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You have raised the same post at another location as well. Click here to read my reply.
DVD
From India, Bangalore
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Dear Dinesh,
I am writing to confirm if you provide training in Chandigarh. We are a Pharmaceutical KPO and are keen to start soft skill training programs in our company. If yes, please contact me at jyoti.sethi@heronhealth.com.
Thanks.
From India, Delhi
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I am writing to confirm if you provide training in Chandigarh. We are a Pharmaceutical KPO and are keen to start soft skill training programs in our company. If yes, please contact me at jyoti.sethi@heronhealth.com.
Thanks.
From India, Delhi
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Manilam, please use the Balanced Scorecard to construct your system. Briefly, the performance measures (key metrics) must be linked to individual role deliverables. These are usually incorporated into Key Performance Indicators (KPIs). However, to ensure individuals, functions, and leaders are aligned in one direction, the Balanced Scorecard system is utilized.
Please refer to this link: [Balanced scorecard, Indicator, Balance scorecard, Performance management](http://www.visitask.com/balanced-scorecard.asp).
You can call me for a discussion or write to me at [sidb2@alps-india.com](mailto:sidb2@alps-india.com).
Regards, Siddhartha
[Academy of Learning Professionals](http://alps-india.com)
[siddhartha-bhattacharjee/blogspot.com](http://siddhartha-bhattacharjee/blogspot.com/)
From India, Pune
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Please refer to this link: [Balanced scorecard, Indicator, Balance scorecard, Performance management](http://www.visitask.com/balanced-scorecard.asp).
You can call me for a discussion or write to me at [sidb2@alps-india.com](mailto:sidb2@alps-india.com).
Regards, Siddhartha
[Academy of Learning Professionals](http://alps-india.com)
[siddhartha-bhattacharjee/blogspot.com](http://siddhartha-bhattacharjee/blogspot.com/)
From India, Pune
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Hi,
It is good for us. Performance management can focus on the performance of an organization, department, employee, or even the processes to build a product, service, as well as many other areas.
Regards,
Data Recovery Software
[Data Recovery software recover deleted windows partition hard disk files pen drive digital Pictures](http://www.datadoctor.biz)
From India, Delhi
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It is good for us. Performance management can focus on the performance of an organization, department, employee, or even the processes to build a product, service, as well as many other areas.
Regards,
Data Recovery Software
[Data Recovery software recover deleted windows partition hard disk files pen drive digital Pictures](http://www.datadoctor.biz)
From India, Delhi
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Hi!
For all your policy needs/requirements, please visit my site: EMILLA CONSULTING - Home
Best regards,
Ed Llarena, Jr. Managing Partner Emilla Consulting
From Philippines, Parañaque
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For all your policy needs/requirements, please visit my site: EMILLA CONSULTING - Home
Best regards,
Ed Llarena, Jr. Managing Partner Emilla Consulting
From Philippines, Parañaque
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Hi,
A performance management system gives business leaders a way to tie project selection and employee assessment to core processes and key metrics. By ensuring that everyone is clear about the company's goals and that decisions are made based on those goals, managers can create a culture of accountability and optimize business results.
Regards,
HR Expert
From India, Ahmadabad
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A performance management system gives business leaders a way to tie project selection and employee assessment to core processes and key metrics. By ensuring that everyone is clear about the company's goals and that decisions are made based on those goals, managers can create a culture of accountability and optimize business results.
Regards,
HR Expert
From India, Ahmadabad
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Hi Ed,
I've been following your posts lately, and it seems that you're so well-versed in all facets of HR Management/Development. I just want to ask for your advice on Competency Dictionary. I'm making a competency dictionary to be used for our career development, and I'm not sure how many proficiency levels I should use. Is there an ideal number of proficiency levels in creating a competency dictionary? I've noticed that there are 5 levels in some and 4 in others. I am planning to use 5 levels for technical competencies and 4 levels for behavioral competencies. Will this be valid? Should I consider the bell curve issues here? I would appreciate any advice you can give.
Thanks in advance.
Paolo
+966541973422
From Philippines, Makati
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I've been following your posts lately, and it seems that you're so well-versed in all facets of HR Management/Development. I just want to ask for your advice on Competency Dictionary. I'm making a competency dictionary to be used for our career development, and I'm not sure how many proficiency levels I should use. Is there an ideal number of proficiency levels in creating a competency dictionary? I've noticed that there are 5 levels in some and 4 in others. I am planning to use 5 levels for technical competencies and 4 levels for behavioral competencies. Will this be valid? Should I consider the bell curve issues here? I would appreciate any advice you can give.
Thanks in advance.
Paolo
+966541973422
From Philippines, Makati
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Paolo,
Hi! In the use of HR systems, it is always best to follow the general norm so your internal system will be congruent with others internationally. In the competency dictionary, the standard proficiency level being used is 5. I think this is better than 4 because it is also consistent with the usual rating scale in many PMS. If you use 5 and 4, you may have a problem with their conversion for the overall rating.
I always consider the Bell Curve as a tool in the last stage of the PMS, especially when the company needs to justify the limited quantity that it plans to promote and/or give cash rewards--despite the huge number of outstanding performers in the organization.
Best regards,
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
Acknowledge(0)Amend(0)
Hi! In the use of HR systems, it is always best to follow the general norm so your internal system will be congruent with others internationally. In the competency dictionary, the standard proficiency level being used is 5. I think this is better than 4 because it is also consistent with the usual rating scale in many PMS. If you use 5 and 4, you may have a problem with their conversion for the overall rating.
I always consider the Bell Curve as a tool in the last stage of the PMS, especially when the company needs to justify the limited quantity that it plans to promote and/or give cash rewards--despite the huge number of outstanding performers in the organization.
Best regards,
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
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