I wonder where Mohana and Saumya have disappeared after raising the question and seeking help. It will be nice to hear from them as to whether any ideas given by our contributors are of any help or not.
From United Kingdom
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1708From United Kingdom
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I am very much impressed with some of the suggestions.
I myself am looking after the performance management systems. First of all, you need to select a method to assess the performance of the employees. Depending on the technique, nature of business, and number of employees, you will be able to strategize timeframes to develop the whole system.
If you are using MBOs for performance assessment, then you conduct performance reviews quarterly, semi-annually, or annually. If you are using KPI-based performance management systems, you will need to develop performance measures for every department, line, and subordinates while keeping the holistic goal of the organization in mind. You need to have an authentic support document from which you will receive feedback on performance every month.
You will also need to quantify your measures and design calculation steps to measure them in terms of percentages or numbers.
After the whole development activity, you need to communicate how this system will work and execute it.
Now, every month you will receive those numbers as identified in the indicators from every line manager and HoDs. This will help you assess their performance against the measures you have developed, which will later assist you in identifying their competencies, areas of strength, weaknesses. Keeping this in mind, you can devise a training plan for them and process rewards, recognition, promotion, termination, etc.
From United States, Saint Petersburg
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I myself am looking after the performance management systems. First of all, you need to select a method to assess the performance of the employees. Depending on the technique, nature of business, and number of employees, you will be able to strategize timeframes to develop the whole system.
If you are using MBOs for performance assessment, then you conduct performance reviews quarterly, semi-annually, or annually. If you are using KPI-based performance management systems, you will need to develop performance measures for every department, line, and subordinates while keeping the holistic goal of the organization in mind. You need to have an authentic support document from which you will receive feedback on performance every month.
You will also need to quantify your measures and design calculation steps to measure them in terms of percentages or numbers.
After the whole development activity, you need to communicate how this system will work and execute it.
Now, every month you will receive those numbers as identified in the indicators from every line manager and HoDs. This will help you assess their performance against the measures you have developed, which will later assist you in identifying their competencies, areas of strength, weaknesses. Keeping this in mind, you can devise a training plan for them and process rewards, recognition, promotion, termination, etc.
From United States, Saint Petersburg
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Dear Simhan,
I apologize for not turning up. Actually, I was asking for just a sample process document to endorse our own in it. I have already revamped the entire PMS. When I was about to present it to the leadership team, they wanted it to be a process document ("PM Process document"). Based on the suggestions and websites referred here, I got a point and built our own process document. Thank you so much for your assistance.
Note: This is to let you know that if I am in the HR field, it's only because of the CiteHR community where I am learning many new things pertaining to HR on a daily basis and trying my best to contribute a drop in the ocean from my side as well.
From India, Tiruchchirappalli
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I apologize for not turning up. Actually, I was asking for just a sample process document to endorse our own in it. I have already revamped the entire PMS. When I was about to present it to the leadership team, they wanted it to be a process document ("PM Process document"). Based on the suggestions and websites referred here, I got a point and built our own process document. Thank you so much for your assistance.
Note: This is to let you know that if I am in the HR field, it's only because of the CiteHR community where I am learning many new things pertaining to HR on a daily basis and trying my best to contribute a drop in the ocean from my side as well.
From India, Tiruchchirappalli
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
Performance Management Vivid Facet Article.pdf
Using Bi-directional Performance Management.doc