Hi,
I have been asked to design a Performance Management System for a software company comprising of 50 (Fifty) employees.
Can anybody help me out as to how I would go about my job? I have been thinking of implementing the 360 degree appraisal.
It would be great if anybody could just give a detailed step by step approach about how to implement a PMS.
Thank you very much,
Best Regards,
Ayona De
From India, Delhi
15I have been asked to design a Performance Management System for a software company comprising of 50 (Fifty) employees.
Can anybody help me out as to how I would go about my job? I have been thinking of implementing the 360 degree appraisal.
It would be great if anybody could just give a detailed step by step approach about how to implement a PMS.
Thank you very much,
Best Regards,
Ayona De
From India, Delhi
Hi Ayona,
The first and foremost task would be to design a system which most suitable for your organization.
For that you need to understand the following things:
The roles and responsibility of each roles in your organization. Because once you know and they know why they are in the organization it quite easy to say what we need and what we don't.
The reporting structure.
The organization culture.
What is that your management's expectation from the employees and other way round.
The oejective of the organization along with the vision and mission. (If the organization is new quite difficult to get an answer)
The hyrarchy system of the organiztion.
Seniors please add more if I am missing anything.
Once you have these info then it will be very easy to design a system. And also please set the expectation with your management that they should not expect any rock solid product in the first year itself. This is somethign evolves as years goes.
Thanks,
Manish
From India, Ernakulam
The first and foremost task would be to design a system which most suitable for your organization.
For that you need to understand the following things:
The roles and responsibility of each roles in your organization. Because once you know and they know why they are in the organization it quite easy to say what we need and what we don't.
The reporting structure.
The organization culture.
What is that your management's expectation from the employees and other way round.
The oejective of the organization along with the vision and mission. (If the organization is new quite difficult to get an answer)
The hyrarchy system of the organiztion.
Seniors please add more if I am missing anything.
Once you have these info then it will be very easy to design a system. And also please set the expectation with your management that they should not expect any rock solid product in the first year itself. This is somethign evolves as years goes.
Thanks,
Manish
From India, Ernakulam
Hi manish,
Thanks again for the input, I have started to gather all the data and information that i need, but I am still undecided as to which method I would implement.
Can I use 360 appraisal for a company (both IT and ITES) which has 60 employees?
What other methods would be helpful?
I was thinking of starting a competency mapping before that, can you just tell me how I will go about that?
Thank you very much,
Best Regards,
Ayona De
From India, Delhi
Thanks again for the input, I have started to gather all the data and information that i need, but I am still undecided as to which method I would implement.
Can I use 360 appraisal for a company (both IT and ITES) which has 60 employees?
What other methods would be helpful?
I was thinking of starting a competency mapping before that, can you just tell me how I will go about that?
Thank you very much,
Best Regards,
Ayona De
From India, Delhi
Hi Ayona, Please find the attached draft appraisal system ppt. See if it helps you. Thanks, Manish
From India, Ernakulam
From India, Ernakulam
Hi Ayona,
What I understand whe you do a performance management you are going to do against the role. let me give you a example, in your organization there might 10 Software Engineers and they might be working different technologies. Now, your roles and responsibility document should explain the expected responsibility from a SE. The point is we should not bother too much the technical domain for appraisal. The important goes to roles.
Anyway please find the attached the related document competency metric sheet meaning of appraisal points. See if it gives you some better idea.
I have designed this system for my company after going through all areas. It is not at all a convenstional method. I should say it is an creative effort. I am also in the learning mode.
Suggestions and corrections are welcome. ALWAYS.
Thanks,
Manish
From India, Ernakulam
What I understand whe you do a performance management you are going to do against the role. let me give you a example, in your organization there might 10 Software Engineers and they might be working different technologies. Now, your roles and responsibility document should explain the expected responsibility from a SE. The point is we should not bother too much the technical domain for appraisal. The important goes to roles.
Anyway please find the attached the related document competency metric sheet meaning of appraisal points. See if it gives you some better idea.
I have designed this system for my company after going through all areas. It is not at all a convenstional method. I should say it is an creative effort. I am also in the learning mode.
Suggestions and corrections are welcome. ALWAYS.
Thanks,
Manish
From India, Ernakulam
manish,
I really dont know how many times I would have to thank you..........
The attachements that you have sent are very very helpful...............
I really appreciate your contribution notwithstanding the busy schedule that you are into.
Thank you very very much,
Ayona
From India, Delhi
I really dont know how many times I would have to thank you..........
The attachements that you have sent are very very helpful...............
I really appreciate your contribution notwithstanding the busy schedule that you are into.
Thank you very very much,
Ayona
From India, Delhi
Hi Ayona,
I was out of town for last couple of days.
I think it will be better if we could talk and get the things done.
Now as far as the excel sheet is concerned, CM sheet explains the minimum expectation of competecies in each area for each role, along with the weightage and subsequent sheet explains the original points a person got against each appraisal points, then averege of the said group multiply by the weightage of that group.
please do let me know your contact no if you have any futher query.
thanks,
Manish
From India, Ernakulam
I was out of town for last couple of days.
I think it will be better if we could talk and get the things done.
Now as far as the excel sheet is concerned, CM sheet explains the minimum expectation of competecies in each area for each role, along with the weightage and subsequent sheet explains the original points a person got against each appraisal points, then averege of the said group multiply by the weightage of that group.
please do let me know your contact no if you have any futher query.
thanks,
Manish
From India, Ernakulam
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Performance Management System.doc