hello All
Can somebody help me out with the performance management system generally used in Construction industry...
i am not asking for any tool or any automated system i am asking for the manual systmem which is being wxecuted by the HR...
What are the genreal norms we have to take in to cosideration and how are the KRA and KPI are designed in the construction industry
please let me know if somebody has got relevant information
Thanks
Sarang
From India, Thana
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2Can somebody help me out with the performance management system generally used in Construction industry...
i am not asking for any tool or any automated system i am asking for the manual systmem which is being wxecuted by the HR...
What are the genreal norms we have to take in to cosideration and how are the KRA and KPI are designed in the construction industry
please let me know if somebody has got relevant information
Thanks
Sarang
From India, Thana
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Superb presentation in a simple and understandable manner.The presentation is worthy full.It carries the subject totally what is included in the performance management system.Do you have any suggestions to make the performance management system better.
From India, Hyderabad
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From India, Hyderabad
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hi i am a new joinee on this site i think this is a wonderful site for hr. can anyone provide me dissertation report on performance management system. i require it for reference purpose urgently.
shubhechha
From India, Mumbai
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shubhechha
From India, Mumbai
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Hi... Can any one guide me how to prepare performance management system policy for Ngo?
From India, Nagpur
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From India, Nagpur
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PMS and PAS are part of HR systems, but there is a lot of difference between the two.
In HR, to assess the potential and performance of an employee, it needs to be assessed on a regular basis. This assessment is based not just on compensation, rewards, or increments.
Potential is about what an employee can contribute to the organization in the future, and performance is what an employee achieved in the previous assessment year.
So, PMS assesses the potential and performance of employees. Of course, this assessment is the basis for financial and non-financial aspects.
From India, Hyderabad
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In HR, to assess the potential and performance of an employee, it needs to be assessed on a regular basis. This assessment is based not just on compensation, rewards, or increments.
Potential is about what an employee can contribute to the organization in the future, and performance is what an employee achieved in the previous assessment year.
So, PMS assesses the potential and performance of employees. Of course, this assessment is the basis for financial and non-financial aspects.
From India, Hyderabad
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But PMS assesses an employee holistically. Also, PMS will have KRAs, KPIs, and objectives to be assigned to the particular employee, and these aspects become the basis to assess.
To assess an employee, certain techniques or methods need to be considered. This particular aspect will be handled through PAS, i.e., Performance Appraisal methods; this is not a system as such if spoken of strictly.
So PAS or Performance Methods are part of the larger system PMS.
From India, Hyderabad
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To assess an employee, certain techniques or methods need to be considered. This particular aspect will be handled through PAS, i.e., Performance Appraisal methods; this is not a system as such if spoken of strictly.
So PAS or Performance Methods are part of the larger system PMS.
From India, Hyderabad
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