Hi,
i am persuing MBA through correspondance,i wld like to learn what all an HR does in terms of performance appraisal,say for example in a IT/ITES company.i mean the sequence in which it is carried out and the roles of an HR in detail.
From India, Madras
2i am persuing MBA through correspondance,i wld like to learn what all an HR does in terms of performance appraisal,say for example in a IT/ITES company.i mean the sequence in which it is carried out and the roles of an HR in detail.
From India, Madras
Dear Premlatha,
We have lots of discussion taken place on performance appraisal. For your information, please go through the following link #73760, this has been posted by our friend Mr. Rajesh from Mumbai.
For more information on performance appraisal you can go to Quick search on the left hand side and get your querie resolved.
Regards
Julie
From India, Hyderabad
We have lots of discussion taken place on performance appraisal. For your information, please go through the following link #73760, this has been posted by our friend Mr. Rajesh from Mumbai.
For more information on performance appraisal you can go to Quick search on the left hand side and get your querie resolved.
Regards
Julie
From India, Hyderabad
hiiiiiii dear..........
Performance measurement is the process of assessing progress toward achieving predetermined goals, while performance management is building on that process adding the relevant communication and action on the progress achieved against these predetermined goals (Bourne, M.,Franco, M. and Wilkes, J. (2003).
In network performance management,
(a) a set of functions that evaluate and report the behavior of telecommunications equipment and the effectiveness of the network or network element and
(b) a set of various subfunctions, such as gathering statistical information, maintaining and examining historical logs, determining system performance under natural and artificial conditions, and altering system modes of operation.
In organizational development (OD), performance can be thought of as Actual Results vs Desired Results. Any discrepancy, where Actual is less than Desired, could constitute the performance improvement zone. Performance management and improvement can be thought of as a cycle:
Performance planning where goals and objectives are established
Performance coaching where a manager intervenes to give feedback and adjust performance
Performance appraisal where individual performance is formally documented and feedback delivered
A performance problem is any gap between Desired Results and Actual Results.
Performance improvement is any effort targeted at closing the gap between Actual Results and Desired Results.
Application Performance Management (APM) refers to the discipline within systems management that focuses on monitoring and managing the performance and availability of software applications. APM can be defined as workflow and related IT tools deployed to detect, diagnose, remedy and report on application performance issues to ensure that application performance meets or exceeds end-users’ and businesses’ expectations.
Business performance management (BPM) is a set of processes that help businesses discover efficient use of their business units, financial, human and material resources.
Operational performance management (OPM) focus is on creating methodical and predictable ways to improve business results, or performance, across organizations. Simply put, performance management helps organizations achieve their strategic goals. Rather than discarding the data accessibility previous systems fostered, performance management harnesses it to help ensure that an organization’s data works in service to organizational goals to provide information that is actually useful in achieving them.
Basically in IT industry the skill sets are different and competencies required for doing any particular task is very much different than other sectors, hence at the the time of performance planning or objective setting for any particular role in the organization, Managers need to set a SMART goal for the employee. The goals should be Specific, Measurable, Attainable, Result-oriented and Time bounded.
Mid term reviews are done to see whether there is any flaw in while determining the goals or otherwise and the system proceeds like the standard formart (Mid-term review, Final Review, Moderation, Rewards and incentive as an Appraisal Incentive).
From my point of view, irrespective of the sector and competencies required for any particular task to be done, there is no as such big difference in PMS system in any of the sector.
Essentially PMS is seen as tool to recognize critical talent, sub-critical and Average talent in the organization and side by it also gives us an opportunity to hone these talents as per requirements. In a broader way is the link between Training & development and Reward & Recognition Initiatives into the organization, which is fuelled by company's Competency Framework........
this is my Observation uptill now regarding PMS system in IT and other organization. may it give some insight to u..............
lemme know, if u have any clarification in this article........
regards:
Suryakant Pandey
2nd Year PM&IR
TISS, Mumbai
From India, Bangalore
Performance measurement is the process of assessing progress toward achieving predetermined goals, while performance management is building on that process adding the relevant communication and action on the progress achieved against these predetermined goals (Bourne, M.,Franco, M. and Wilkes, J. (2003).
In network performance management,
(a) a set of functions that evaluate and report the behavior of telecommunications equipment and the effectiveness of the network or network element and
(b) a set of various subfunctions, such as gathering statistical information, maintaining and examining historical logs, determining system performance under natural and artificial conditions, and altering system modes of operation.
In organizational development (OD), performance can be thought of as Actual Results vs Desired Results. Any discrepancy, where Actual is less than Desired, could constitute the performance improvement zone. Performance management and improvement can be thought of as a cycle:
Performance planning where goals and objectives are established
Performance coaching where a manager intervenes to give feedback and adjust performance
Performance appraisal where individual performance is formally documented and feedback delivered
A performance problem is any gap between Desired Results and Actual Results.
Performance improvement is any effort targeted at closing the gap between Actual Results and Desired Results.
Application Performance Management (APM) refers to the discipline within systems management that focuses on monitoring and managing the performance and availability of software applications. APM can be defined as workflow and related IT tools deployed to detect, diagnose, remedy and report on application performance issues to ensure that application performance meets or exceeds end-users’ and businesses’ expectations.
Business performance management (BPM) is a set of processes that help businesses discover efficient use of their business units, financial, human and material resources.
Operational performance management (OPM) focus is on creating methodical and predictable ways to improve business results, or performance, across organizations. Simply put, performance management helps organizations achieve their strategic goals. Rather than discarding the data accessibility previous systems fostered, performance management harnesses it to help ensure that an organization’s data works in service to organizational goals to provide information that is actually useful in achieving them.
Basically in IT industry the skill sets are different and competencies required for doing any particular task is very much different than other sectors, hence at the the time of performance planning or objective setting for any particular role in the organization, Managers need to set a SMART goal for the employee. The goals should be Specific, Measurable, Attainable, Result-oriented and Time bounded.
Mid term reviews are done to see whether there is any flaw in while determining the goals or otherwise and the system proceeds like the standard formart (Mid-term review, Final Review, Moderation, Rewards and incentive as an Appraisal Incentive).
From my point of view, irrespective of the sector and competencies required for any particular task to be done, there is no as such big difference in PMS system in any of the sector.
Essentially PMS is seen as tool to recognize critical talent, sub-critical and Average talent in the organization and side by it also gives us an opportunity to hone these talents as per requirements. In a broader way is the link between Training & development and Reward & Recognition Initiatives into the organization, which is fuelled by company's Competency Framework........
this is my Observation uptill now regarding PMS system in IT and other organization. may it give some insight to u..............
lemme know, if u have any clarification in this article........
regards:
Suryakant Pandey
2nd Year PM&IR
TISS, Mumbai
From India, Bangalore
Hi
When you use internet explorer, pls pay attention to sidebar. You can see articles related, pdf or ppt file…you can find out your info.
Apart from that, you also ref more information at: Performance appraisal books
Best regards
From Vietnam, Hanoi
When you use internet explorer, pls pay attention to sidebar. You can see articles related, pdf or ppt file…you can find out your info.
Apart from that, you also ref more information at: Performance appraisal books
Best regards
From Vietnam, Hanoi
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Performance Appraisal Form for Staff.doc