Dear Ms.George,
After implementation of this system, have you observed as to HOW MUCH TIME INDIVIDUALS SPEND ON PPT PRESENTATION EVERY MONTH?
Carefully watch it -- there are all kinds of people in any organization. some will hiding some information -- manuplating some.
Be care full this type of system does not bring in team work.
after few months people will be wondering what to report to.
There should be GOALS, and performance against GOALS. To improve overall organization's performance a systematic scheme is to be formulated after mutual discussions with HODs etc which takes into account an employees self performance ie. what he has done in his capacity for the GOALS for which he and he alone can make the difference. Then performance by an employee which is also dependant on department providing INPUT to this department ie. Part of his performance dependant on someone else.
Like this there would be 3 to 4 components of the salary -- this results into motivation of employees not only for self success but also for success of others.
Also there has to be some bench mark performance for some fixed base salary. the variable part should be for beyond this benchmark performance.
Lastly every month is TOOOOOO much. It could be quarterly.
Regards,
A.T.Paryani
From India, Mumbai
After implementation of this system, have you observed as to HOW MUCH TIME INDIVIDUALS SPEND ON PPT PRESENTATION EVERY MONTH?
Carefully watch it -- there are all kinds of people in any organization. some will hiding some information -- manuplating some.
Be care full this type of system does not bring in team work.
after few months people will be wondering what to report to.
There should be GOALS, and performance against GOALS. To improve overall organization's performance a systematic scheme is to be formulated after mutual discussions with HODs etc which takes into account an employees self performance ie. what he has done in his capacity for the GOALS for which he and he alone can make the difference. Then performance by an employee which is also dependant on department providing INPUT to this department ie. Part of his performance dependant on someone else.
Like this there would be 3 to 4 components of the salary -- this results into motivation of employees not only for self success but also for success of others.
Also there has to be some bench mark performance for some fixed base salary. the variable part should be for beyond this benchmark performance.
Lastly every month is TOOOOOO much. It could be quarterly.
Regards,
A.T.Paryani
From India, Mumbai
dear Ms. George, i am very much agree with Dinesh.you are just talking about the plus point of your policy and have not assessed the hidden negative points.you better prepare the assessment on the lines of Mr.Dinesh Recommendatio and present before the managemnet so that they can have a look to it and decide .
I think every employee give their best effort to achieve the goal set up by the management.instead of giving lesser salary,you can identified the employees who are not performing well and take suitable action against them.
I think every employee give their best effort to achieve the goal set up by the management.instead of giving lesser salary,you can identified the employees who are not performing well and take suitable action against them.
Dear Ms George
I agree with all of them. This way things will not work in any organization. Believe me atleast 7 to 10 days must be wasting by each HOD for making the presentation and they don't care about any other thing. This monthly review will not add value to the organization but instead of the much talking manthra of "Team work" here accomplishing the task by hook or crook policy will take place.
I feel instead of your present system you may just think or suggest to the management
a. A yearly Goal setting whereby all the HOD should set their Departmental goal (Team goal).
b). Parameters for accomplishing the set goals with target dates and responsibility of each team member
c). Management should review and reset/add goals in line with the business/ corporate goal and fix the parameters.
d) Review of the goals at its right spirit well on time - preferably every quarter with the teams.
e) Listen carefully to the team and assist them with the management support and infrastructure requirement if the management realize it is required.
d) Motivate and encourage the team through out so that even any slip out (failures) will also be presented to the management without any fear and nothing will be hide.
e) Instead of your Green/Yellow/Red....system fix up some incentives which will work wonders.
d) Fix up Job Profile for each employee and hand over to them. (Specify Roles, Responsibility & Expectation very clearly and transperently).
These are the suggestions only for better team work and more meaningful output
From India, Ahmadabad
6I agree with all of them. This way things will not work in any organization. Believe me atleast 7 to 10 days must be wasting by each HOD for making the presentation and they don't care about any other thing. This monthly review will not add value to the organization but instead of the much talking manthra of "Team work" here accomplishing the task by hook or crook policy will take place.
I feel instead of your present system you may just think or suggest to the management
a. A yearly Goal setting whereby all the HOD should set their Departmental goal (Team goal).
b). Parameters for accomplishing the set goals with target dates and responsibility of each team member
c). Management should review and reset/add goals in line with the business/ corporate goal and fix the parameters.
d) Review of the goals at its right spirit well on time - preferably every quarter with the teams.
e) Listen carefully to the team and assist them with the management support and infrastructure requirement if the management realize it is required.
d) Motivate and encourage the team through out so that even any slip out (failures) will also be presented to the management without any fear and nothing will be hide.
e) Instead of your Green/Yellow/Red....system fix up some incentives which will work wonders.
d) Fix up Job Profile for each employee and hand over to them. (Specify Roles, Responsibility & Expectation very clearly and transperently).
These are the suggestions only for better team work and more meaningful output
From India, Ahmadabad
Ms. George
Thank you very much for sharing your MD vision on the Performance Mag.system.
Will you be kind enough to let us know the criteria you are adopting to determine the marks of individuals.? Do you have any standard formulla? How the marks of the individual can be 99 and how the marks of the HOD shall be cut?
It is very informative and intrested to find out. Kindly give more light on it
Regards
L M Sharma
From India, Vijayawada
Thank you very much for sharing your MD vision on the Performance Mag.system.
Will you be kind enough to let us know the criteria you are adopting to determine the marks of individuals.? Do you have any standard formulla? How the marks of the individual can be 99 and how the marks of the HOD shall be cut?
It is very informative and intrested to find out. Kindly give more light on it
Regards
L M Sharma
From India, Vijayawada
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Performance Management System.doc