How to communicate the performance management system to employees?
Why we need to communicate the performance management system to employees & what are the best tools can be used in this communication process?
From Egypt, Cairo
Why we need to communicate the performance management system to employees & what are the best tools can be used in this communication process?
From Egypt, Cairo
Dear Mahmoud Omar,
Please understand the difference between a "Performance Management System" (PMS) and a "Performance Appraisal" (PA). The latter is part of the former. Please search the internet to know the difference between the two.
The PA is conducted as per the performance cycle which could be quarterly, half-yearly or yearly. On completion of the PA session, which either the HOD or a Reporting Manager conducts for his/her junior, the marks awarded are communicated immediately.
Conducting a PA session without the disclosure of the marks is a very old procedure. The 21st-century management style demands transparency. If the results of the PA are withheld, the subordinates go back with doubt or fear in his/her mind. Further, it could demotivate him/her also. Whatever marks are awarded, whether low or high, the appraising authority gives justification for the marks avoided. This avoids the perception between an appraiser and the appraisee.
Thanks,
Dinesh Divekar
From India, Bangalore
7879Please understand the difference between a "Performance Management System" (PMS) and a "Performance Appraisal" (PA). The latter is part of the former. Please search the internet to know the difference between the two.
The PA is conducted as per the performance cycle which could be quarterly, half-yearly or yearly. On completion of the PA session, which either the HOD or a Reporting Manager conducts for his/her junior, the marks awarded are communicated immediately.
Conducting a PA session without the disclosure of the marks is a very old procedure. The 21st-century management style demands transparency. If the results of the PA are withheld, the subordinates go back with doubt or fear in his/her mind. Further, it could demotivate him/her also. Whatever marks are awarded, whether low or high, the appraising authority gives justification for the marks avoided. This avoids the perception between an appraiser and the appraisee.
Thanks,
Dinesh Divekar
From India, Bangalore
To supplement what my learned professional colleague mentioned above: Individual employee assessments or performance appraisal has become more transparent than what it was a few decades ago. Earlier it used to be In absentia assessment or simply a 90 degree appraisal. Now we have even reached where 360 degree appraisal is carried out. If an organisation has to become competitive in the market place, it has be a performing organisation. Almost all job roles have to deliver directly or indirectly what the organisation wants - adding revenue. This is a long drawn topic and I stop here. I regularly conduct online training on what Performance Management is all about. There are articles, books available in internet. If you are a passionate HR professional, download and read them. That is the best way to learn various sub-skills in HR domain. Best wishes
From India
From India
Dear Mahmoud Omar,
Firstly, you have to understand the nature of the company you are working and the types of employees employed.
Secondly, you need to collect the data of each department and how many employees are working in various departments.
Then you need to prepare Key Responsibility Areas(KRAs)
The next step is to prepare the skill matrix department wise with the rating frtom 1 - 5
1 being the lowest & 5 being the highest, you need to balance between 3-4 because there should be some space for learning.
You need to prepare the Annual Training calendar
You may please go through my postings in this site that will definitely give you a fair amount of idea of Performance Management System (PMS).
Warm Regards
From India, Bangalore
Firstly, you have to understand the nature of the company you are working and the types of employees employed.
Secondly, you need to collect the data of each department and how many employees are working in various departments.
Then you need to prepare Key Responsibility Areas(KRAs)
The next step is to prepare the skill matrix department wise with the rating frtom 1 - 5
1 being the lowest & 5 being the highest, you need to balance between 3-4 because there should be some space for learning.
You need to prepare the Annual Training calendar
You may please go through my postings in this site that will definitely give you a fair amount of idea of Performance Management System (PMS).
Warm Regards
From India, Bangalore
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 Review Form - KDCL for year 2010.xls
Employee Performance.pdf