Hi All,
Did you ever imagine what can happen if PMS fails?
If PMS fails...Compensation & Benefits will go wrong.
If PMS fails...Training Need inputs will be wrong.
If PMS fails...Politics will get started and team work will be spoiled.
If PMS fails...Leadership issues will come fore.
If PMS fails...Business goals will be missed.
If PMS fails...Employee morale and productivity goes down.
If PMS fails.......................YOUR VIEWS...........
Regards
Manish
From India, Nagpur
16Did you ever imagine what can happen if PMS fails?
If PMS fails...Compensation & Benefits will go wrong.
If PMS fails...Training Need inputs will be wrong.
If PMS fails...Politics will get started and team work will be spoiled.
If PMS fails...Leadership issues will come fore.
If PMS fails...Business goals will be missed.
If PMS fails...Employee morale and productivity goes down.
If PMS fails.......................YOUR VIEWS...........
Regards
Manish
From India, Nagpur
OK. Is it failed in your organization? If yes, then as an HR, what you did to make it successful?
From India, Nagpur
From India, Nagpur
Dear Manish,
PMS fails in two aspect employee and employer but have different consequences. On which part are you worried?
Do you think HR plays a vital role in PMS except coordination if yes, please intimate me.
From India, Bhubaneswar
PMS fails in two aspect employee and employer but have different consequences. On which part are you worried?
Do you think HR plays a vital role in PMS except coordination if yes, please intimate me.
From India, Bhubaneswar
hey manish, How can PMS fail, when it is handled by competent function of an organization i.e., HR. being a HR person never ever say PMS Fails, it is HR who should make PMS to be conducted professionally in your Company.. HR is link to all functions with organizations goal, so HR can never be weaklink, we are here to solve all other functions problems..
What say other HR guys?
Cheers !!
LordGod
From India, Hyderabad
What say other HR guys?
Cheers !!
LordGod
From India, Hyderabad
LordGod,
I wanted to put a topic on "incase PMS fails". That's why I used word "If".
I totally agree with you that if HR is competent enough to design and facilitate the PMS, it never fails.
Manju,
PMS- Performance Management System.
I totally agree with you that
From India, Nagpur
I wanted to put a topic on "incase PMS fails". That's why I used word "If".
I totally agree with you that if HR is competent enough to design and facilitate the PMS, it never fails.
Manju,
PMS- Performance Management System.
I totally agree with you that
From India, Nagpur
What if the employees dont trust the system? reasons can be many like no transparency, force ranking, bell curve etc. what shoud HR do?
From Malaysia, Shah Alam
From Malaysia, Shah Alam
There are other organization where PMS is not handled by HR but by another division. I think, that is when the PMS fails. PMS should highlight employees' strengths and be able to itemized weaknesses. But to be able to do, key factors should be very clear and related to the job specification of the employee. Sometimes, PMS fails because there are key factors that cannot be found or is done on the employees task. Where do you now base your rating? It would be unfair for the employee to suffer a low score just because it was there but he never got the chance to show how he performs on that specific role.
Just sharing my thoughts.
Jillian
From Philippines, Quezon City
Just sharing my thoughts.
Jillian
From Philippines, Quezon City
Hi Readers
In my opinion, HR's role towards PMS is facilitative only. HRs can design and structure the process, oversee execution of the process by managers, assist managers with conducting of appraisals and arrange the paperwork thus generated to summarize the reports.
Best way in which HR can contribute towards effective PMS is when JDs are made clear, KRAs well defined, PMS system symplified by MCQs, standardrizing responses and feedbacks from managers, strong coordination between manager, employees and HR personnel involved in PMS for timely completion.
HRs have no involvement in actual appraising of employees, this is best done by line manager or supervisor or colleague directly involved with the employee, strengths and weakness related to work performance are best judged by those who are directly involved in the work, Training requirement, Promotion suggestion are best decided by line manager ot team leaders depending on the confidence and capability assessed from work performance.
What HRs must to do make PMS process effective and transparent is to make the forms and questionnaire objective to work performance, KRAs or KPIs. For this to happen, HRs must know the processes of business to a good extent. HRs must review the forms and questionnaire every year to update as per current scenarios.
HRs cannot object the feedback of appraisers unless if found to be extremely unreasonable, neither HR can influence or watch over every appraisal conducted. what HRs can ensure is timely completion of appraisal process.
PMS is a broader concept which includes annual appraisal, HRs have to take care of summarizing and over seeing the implementation of appraisal results. That is :
Revising salary increments as advised matching with budget,
Revise organizational structure due to promotion and transfers,
Revise Manpower plan and recruitment mandates due to movement of employees,
Arrange Training Programs as advised or recommended during appraisals,
Miscellaneous paperwork related to this process
Grievances or dissatisfaction of employees or managers over appraisals shall be handled by HRs by ensuring transparent approach towards the complaints, in this situations HRs can merely act as mediators or neutral party to both sides of complaints and record the outcomes objectively.
There has to be constant and non intrusive exchange of information between all parties involved (Managers, employees and management) HRs forms the bridge between this parties. But in real situation HRs are seen more biased towards management or managerial sides, whereas employees feel neglected and thus consider HRs as useless.
Employee satisfaction survey (ESS) once a year is a good way to get the feel of employee’s mindset, however this kind of surveys shall be done away from appraisals periods, to avoid influenced responses. Also conducting ESS once a year away from appraisal keeps the employees involved, motivated as there is feeling of care and being heard, and responses can be accurate without influence or fear of appraisals. Moreover, certain complaints can be resolved before appraisal are conducted, so several tools such as :
Town Hall meetings, ESS, Complaint & Suggestion box etc.
If readers are wondering how does this connect to PMS ?? my opinion is that PMS is all about managing performance; physically, mentally and emotionally, management takes various measures to drive performance in the company by Facilities & Resources, Training & Development, Compensation & Benefit, Performance Reviews etc, this takes care of physical and mental abilities, but to drive performance to make emotionally satisfied employees, they need to be heard seriously.
Hope I have contributed positively to the discussion
From Kuwait, Salmiya
In my opinion, HR's role towards PMS is facilitative only. HRs can design and structure the process, oversee execution of the process by managers, assist managers with conducting of appraisals and arrange the paperwork thus generated to summarize the reports.
Best way in which HR can contribute towards effective PMS is when JDs are made clear, KRAs well defined, PMS system symplified by MCQs, standardrizing responses and feedbacks from managers, strong coordination between manager, employees and HR personnel involved in PMS for timely completion.
HRs have no involvement in actual appraising of employees, this is best done by line manager or supervisor or colleague directly involved with the employee, strengths and weakness related to work performance are best judged by those who are directly involved in the work, Training requirement, Promotion suggestion are best decided by line manager ot team leaders depending on the confidence and capability assessed from work performance.
What HRs must to do make PMS process effective and transparent is to make the forms and questionnaire objective to work performance, KRAs or KPIs. For this to happen, HRs must know the processes of business to a good extent. HRs must review the forms and questionnaire every year to update as per current scenarios.
HRs cannot object the feedback of appraisers unless if found to be extremely unreasonable, neither HR can influence or watch over every appraisal conducted. what HRs can ensure is timely completion of appraisal process.
PMS is a broader concept which includes annual appraisal, HRs have to take care of summarizing and over seeing the implementation of appraisal results. That is :
Revising salary increments as advised matching with budget,
Revise organizational structure due to promotion and transfers,
Revise Manpower plan and recruitment mandates due to movement of employees,
Arrange Training Programs as advised or recommended during appraisals,
Miscellaneous paperwork related to this process
Grievances or dissatisfaction of employees or managers over appraisals shall be handled by HRs by ensuring transparent approach towards the complaints, in this situations HRs can merely act as mediators or neutral party to both sides of complaints and record the outcomes objectively.
There has to be constant and non intrusive exchange of information between all parties involved (Managers, employees and management) HRs forms the bridge between this parties. But in real situation HRs are seen more biased towards management or managerial sides, whereas employees feel neglected and thus consider HRs as useless.
Employee satisfaction survey (ESS) once a year is a good way to get the feel of employee’s mindset, however this kind of surveys shall be done away from appraisals periods, to avoid influenced responses. Also conducting ESS once a year away from appraisal keeps the employees involved, motivated as there is feeling of care and being heard, and responses can be accurate without influence or fear of appraisals. Moreover, certain complaints can be resolved before appraisal are conducted, so several tools such as :
Town Hall meetings, ESS, Complaint & Suggestion box etc.
If readers are wondering how does this connect to PMS ?? my opinion is that PMS is all about managing performance; physically, mentally and emotionally, management takes various measures to drive performance in the company by Facilities & Resources, Training & Development, Compensation & Benefit, Performance Reviews etc, this takes care of physical and mental abilities, but to drive performance to make emotionally satisfied employees, they need to be heard seriously.
Hope I have contributed positively to the discussion
From Kuwait, Salmiya
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PMS Handbook.pdf
PMS for B & C, FINAL.zip
PMS Presentation.pp t