Dear Cite HR Members,
We are revamping the entire HR process and out of which i covered most but i got struck up with PMS (Performance Management System). Could any one of you please help me in sharing a sample process document for PMS. I am in need of this on an urgent basis so request you to help me ASAP.
From India, Tiruchchirappalli
57We are revamping the entire HR process and out of which i covered most but i got struck up with PMS (Performance Management System). Could any one of you please help me in sharing a sample process document for PMS. I am in need of this on an urgent basis so request you to help me ASAP.
From India, Tiruchchirappalli
Dear Mohana Sundaram, Kindly give more information about the size of the organisation and the nature of work done, etc.,to help our experts to assist you in your task.
From United Kingdom
From United Kingdom
Dear Sir, Size of the organization: 150 Nature of work: RPO Please let me know if you need any additional inputs from my side.
From India, Tiruchchirappalli
From India, Tiruchchirappalli
Hi Simhan, Kindly guide me for the same. Nature of Business is RPO + IT Employee Strength is 50+
From India, Noida
From India, Noida
Dear Saumya and Mohana
Please give us your background and what you have done so far etc., to help experts at CiteHR to determine how precisely to guide you. I assume RPO stands for Recruitment Process Outsourcing!!
From United Kingdom
Please give us your background and what you have done so far etc., to help experts at CiteHR to determine how precisely to guide you. I assume RPO stands for Recruitment Process Outsourcing!!
From United Kingdom
Hi,
This site already contains plenty of material related to PMS / Appraisals etc – you may search and use it as per your requirement. However, external professionals can only give you overall information / understanding / knowledge of the subject. Actual policy formulation and implementation needs to be completed by the person incharge in the company. In this regard, provide some specific queries / roadblocks you are facing so that that other members may contribute to help you proceed further.
Regards,
Shashank
From India, Pune
This site already contains plenty of material related to PMS / Appraisals etc – you may search and use it as per your requirement. However, external professionals can only give you overall information / understanding / knowledge of the subject. Actual policy formulation and implementation needs to be completed by the person incharge in the company. In this regard, provide some specific queries / roadblocks you are facing so that that other members may contribute to help you proceed further.
Regards,
Shashank
From India, Pune
Dear R Mohana Sundaram,
As suggested above, in order to correctly guide you through the process, one does need more minute details related to working structure of company.
However, if you wish to have a broad outline:
Firstly - many tend to use the phrase performance management and performance appraisal interchangeably. That is the core difference between a well managed bench of second line talent and ready talent.
Performance Appraisal is done as a post procedure to evaluate assess and inform.
Performance management on the other hand is about putting in the steeping stones for the people, so that they can reach their goal which will then be evaluated, assessed and informed.
Performance management wins hands down if you wish to better the environment. A few steps that I can suggest for this are :
a) Start with defining talent requirement, their JD's, outcome required.
b) Make SMART (specific, measurable, attainable, realistic, time bound) goals (remember measurable is the key here)
c) Then you give a weightage to each goal
d) You will at this point need to define what is the standard that you require for the organisation
e) Discuss these with hod's , line managers and finalise.
f) In a PMS - evaluation is not done only at end of year, but frequent feedback, discussions are requires throughout and they should be documented.
g) Make the form for the evaluation structure, interim meeting formats, Improvement plans.
When you set and communicate clear goals, expectation and most importantly evaluate and Review at frequent intervals with feedback follow up , the end results are much more visible. transparency instils confidence and does wonders as a motivation factor too. Performance management is like doing home study throughout the year rather than just for the finals :-)
The forms required will need to developed with IN house discussions and is very company ,process specific. If you wish to view one, a generic search should help.
Hope this helps.
Warm Regards,
Deena Jagasia
References - Peter Drucker ; George T Duran
From India, Mumbai
As suggested above, in order to correctly guide you through the process, one does need more minute details related to working structure of company.
However, if you wish to have a broad outline:
Firstly - many tend to use the phrase performance management and performance appraisal interchangeably. That is the core difference between a well managed bench of second line talent and ready talent.
Performance Appraisal is done as a post procedure to evaluate assess and inform.
Performance management on the other hand is about putting in the steeping stones for the people, so that they can reach their goal which will then be evaluated, assessed and informed.
Performance management wins hands down if you wish to better the environment. A few steps that I can suggest for this are :
a) Start with defining talent requirement, their JD's, outcome required.
b) Make SMART (specific, measurable, attainable, realistic, time bound) goals (remember measurable is the key here)
c) Then you give a weightage to each goal
d) You will at this point need to define what is the standard that you require for the organisation
e) Discuss these with hod's , line managers and finalise.
f) In a PMS - evaluation is not done only at end of year, but frequent feedback, discussions are requires throughout and they should be documented.
g) Make the form for the evaluation structure, interim meeting formats, Improvement plans.
When you set and communicate clear goals, expectation and most importantly evaluate and Review at frequent intervals with feedback follow up , the end results are much more visible. transparency instils confidence and does wonders as a motivation factor too. Performance management is like doing home study throughout the year rather than just for the finals :-)
The forms required will need to developed with IN house discussions and is very company ,process specific. If you wish to view one, a generic search should help.
Hope this helps.
Warm Regards,
Deena Jagasia
References - Peter Drucker ; George T Duran
From India, Mumbai
Dear Mohana Sundaram
I have implemented Performance Management in various organisations over past 20 years. They include organisations from different sectors and sizes. I will be happy to assist you in this regard for your organisation. I am based in Pune and my contact is 8149069060. I am currently US and will be back in Pune in March 1st week. Meanwhile Pl see attached a write up on my approach to Performance Management. I will be happy to make a FREE PMS launching presentation to you and your management on my return. We can interact more on this by e-mails or by phone on my return. It needs lot of understanding of different business roles and competencies and maturity of organisations to successfully implement PMS.
From United States, Powell
I have implemented Performance Management in various organisations over past 20 years. They include organisations from different sectors and sizes. I will be happy to assist you in this regard for your organisation. I am based in Pune and my contact is 8149069060. I am currently US and will be back in Pune in March 1st week. Meanwhile Pl see attached a write up on my approach to Performance Management. I will be happy to make a FREE PMS launching presentation to you and your management on my return. We can interact more on this by e-mails or by phone on my return. It needs lot of understanding of different business roles and competencies and maturity of organisations to successfully implement PMS.
From United States, Powell
Dear Saumay and Mohana,
I have attached a ppt presentation that I gave to academics and students a few years ago. I hope it helps you to appreciate the amount of work involved in setting up a PMS and also gives you basic ideas.
From United Kingdom
I have attached a ppt presentation that I gave to academics and students a few years ago. I hope it helps you to appreciate the amount of work involved in setting up a PMS and also gives you basic ideas.
From United Kingdom
Unfortunately in India PMS is more understood and practised in the form of Performance Appraisal only for increments and financial rewards. However. its objectiveness and effectiveness has been an issue as it is not necessary linked with the organisational over all strategy and other 3 elements of performance planning, monitoring and measurement. PMS is a strategic initiative and not just implementing few systems and procedures.
From United States, Powell
From United States, Powell
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