Dear All, Please provide the new PMS system which is newly leading in the market. Please provide any material. Regards, Harikrishnama Raju.G
From India, Mumbai
From India, Mumbai
I want to know about PMS technics in Heavy missionary Manufacture industries. I requesting all can Share your PMS practice in your Organizations Your team member, Harikrishnama Raju.G
From India, Mumbai
From India, Mumbai
It varies from company to company... PMS depends on the company culture, company business model, how mature is it's hr dept..etc etc..
suddenly you can't jump into a conclusion, by just reading few materials...it depends on the talent structure
1.what talent base your company have.
2.what are your future plans for the next 3-4 quarters.
3.do you have any retention plans, system in work
4.pay structure, perks , incentive structure u offer.
5.Is your hr dept having such backups, resources, manpower to support the whole PMS process, is the dept. ready for the new venture financially and is the dept mature enough to start such new process all of sudden?
6.what performance model will suit your business model and sentiments .
7.what modifications, additions you need to make in the process.
8.do your employee possess any knowledge about PMS, any literature regarding performance and why it is important...suppose you use KRA based PMS appraisal, then your employee should know what is KRA, how it differ from normal responsibility and duty..
9. is your talent base ready to accept the change in the company culture...
10. always remember no one likes to be appraised by some one else..So its not an easy task, employee sentiments and growth are attached to it. its very crucial..single mistake can back fire in bad way...
From India, Calcutta
112suddenly you can't jump into a conclusion, by just reading few materials...it depends on the talent structure
1.what talent base your company have.
2.what are your future plans for the next 3-4 quarters.
3.do you have any retention plans, system in work
4.pay structure, perks , incentive structure u offer.
5.Is your hr dept having such backups, resources, manpower to support the whole PMS process, is the dept. ready for the new venture financially and is the dept mature enough to start such new process all of sudden?
6.what performance model will suit your business model and sentiments .
7.what modifications, additions you need to make in the process.
8.do your employee possess any knowledge about PMS, any literature regarding performance and why it is important...suppose you use KRA based PMS appraisal, then your employee should know what is KRA, how it differ from normal responsibility and duty..
9. is your talent base ready to accept the change in the company culture...
10. always remember no one likes to be appraised by some one else..So its not an easy task, employee sentiments and growth are attached to it. its very crucial..single mistake can back fire in bad way...
From India, Calcutta
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Performance Management System.doc