hello All
Can somebody help me out with the performance management system generally used in Construction industry...
i am not asking for any tool or any automated system i am asking for the manual systmem which is being wxecuted by the HR...
What are the genreal norms we have to take in to cosideration and how are the KRA and KPI are designed in the construction industry
please let me know if somebody has got relevant information
Thanks
Sarang
From India, Thana
2Can somebody help me out with the performance management system generally used in Construction industry...
i am not asking for any tool or any automated system i am asking for the manual systmem which is being wxecuted by the HR...
What are the genreal norms we have to take in to cosideration and how are the KRA and KPI are designed in the construction industry
please let me know if somebody has got relevant information
Thanks
Sarang
From India, Thana
Superb presentation in a simple and understandable manner.The presentation is worthy full.It carries the subject totally what is included in the performance management system.Do you have any suggestions to make the performance management system better.
From India, Hyderabad
From India, Hyderabad
hi i am a new joinee on this site i think this is a wonderful site for hr. can anyone provide me dissertation report on performance management system. i require it for reference purpose urgently.
shubhechha
From India, Mumbai
shubhechha
From India, Mumbai
Hi... Can any one guide me how to prepare performance management system policy for Ngo?
From India, Nagpur
From India, Nagpur
PMS and PAS are part of HR Systems but there is lot of difference between the both.
in HR to assess the POTENTIAL and PERFORMANCE of an employee need to be assessed regular basis. This assessment is based not on just Compensation or Rewards or Increments.
Potential is about what employee can in the future to the organisation and Performance what an employee did in the previous assessment year.
So PMS is assesseing the Potential and Performance of employees. Ofcourse this assessment is base for Financial and NOn - Financial aspects.
From India, Hyderabad
in HR to assess the POTENTIAL and PERFORMANCE of an employee need to be assessed regular basis. This assessment is based not on just Compensation or Rewards or Increments.
Potential is about what employee can in the future to the organisation and Performance what an employee did in the previous assessment year.
So PMS is assesseing the Potential and Performance of employees. Ofcourse this assessment is base for Financial and NOn - Financial aspects.
From India, Hyderabad
But PMS assesses an employee wholistically. Also, PMS will have KRAs, KPIs and Objectives to be assigned to the particular employee and these aspects become base to assess.
To assess an employee, certain techniques or methods need to consider. This particular aspect will be handled through PAS i.e., Performance Appraisal methods; this is not a system as such if spoke strictly.
So PAS or Performance Methods are part of larger system PMS
From India, Hyderabad
To assess an employee, certain techniques or methods need to consider. This particular aspect will be handled through PAS i.e., Performance Appraisal methods; this is not a system as such if spoke strictly.
So PAS or Performance Methods are part of larger system PMS
From India, Hyderabad
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Performance Management System.doc