Hi to all, Can somebody tell me "How to develop a Performance Management System". also tell is it different when making it for individual and for Organisation. Thanks in advance Manilam
From India, Delhi
From India, Delhi
Dear Manilam,
In the resent past there was good amount of discussion on this forum on how to design PMS. Please click here to refer my replies.
If you wish I will design the PMS policy for you, conduct the training for managers. Please obtain the necessary approval from your management.
In the meanwhile, to make you aware of my training activities, I have attached my Training e-Brochure to this post.
Ok...
Dinesh V Divekar
Limit of your words is limit of your world[I][COLOR=#0000BF][COLOR=#FF0000]
From India, Bangalore
7879In the resent past there was good amount of discussion on this forum on how to design PMS. Please click here to refer my replies.
If you wish I will design the PMS policy for you, conduct the training for managers. Please obtain the necessary approval from your management.
In the meanwhile, to make you aware of my training activities, I have attached my Training e-Brochure to this post.
Ok...
Dinesh V Divekar
Limit of your words is limit of your world[I][COLOR=#0000BF][COLOR=#FF0000]
From India, Bangalore
Dear Manilam,
You have raised same post at other location also. Click here to read my reply.
DVD
From India, Bangalore
You have raised same post at other location also. Click here to read my reply.
DVD
From India, Bangalore
Dear Dinesh,
I write to confirm if you provide trainings in Chandigarh? We are a Pharmaceutical KPO and are keen to start soft skill training programmes in our company.
If yes, please contact me on
Thanks.
From India, Delhi
I write to confirm if you provide trainings in Chandigarh? We are a Pharmaceutical KPO and are keen to start soft skill training programmes in our company.
If yes, please contact me on
Thanks.
From India, Delhi
Manilam,
please use Balance Score Card to construct your system. Briefly, the measures of performance (key metrics) must have linkage to individual role deliverables. These are usually built in the KPI. However, for individuals, functions, and leaders to be in one direction, the balance score card system is used.
refer to this link
Balanced scorecard, Indicator, Balance scorecard, Performance management
you cal call me for a discussion or write to me
rgds
siddhartha
Academy of Learning Professionals
http://siddhartha-bhattacharjee/blogspot.com/
From India, Pune
please use Balance Score Card to construct your system. Briefly, the measures of performance (key metrics) must have linkage to individual role deliverables. These are usually built in the KPI. However, for individuals, functions, and leaders to be in one direction, the balance score card system is used.
refer to this link
Balanced scorecard, Indicator, Balance scorecard, Performance management
you cal call me for a discussion or write to me
rgds
siddhartha
Academy of Learning Professionals
http://siddhartha-bhattacharjee/blogspot.com/
From India, Pune
Hi,
It is good for us. Performance management can focus on the performance of an organization, department, employee or even the processes to build a product, service as well as many other areas.
Regards
data recovery software
Data Recovery software recover deleted windows partition hard disk files pen drive digital Pictures
From India, Delhi
It is good for us. Performance management can focus on the performance of an organization, department, employee or even the processes to build a product, service as well as many other areas.
Regards
data recovery software
Data Recovery software recover deleted windows partition hard disk files pen drive digital Pictures
From India, Delhi
Hi!
For all your policy needs/ requirements, please visit my site: EMILLA CONSULTING - Home
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
For all your policy needs/ requirements, please visit my site: EMILLA CONSULTING - Home
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
Hi..
A performance management system gives business leaders a way to tie project selection and employee assessment to core processes and key metrics. By ensuring that everyone is clear about the company's goals and that decisions are made based on those goals, managers can create a culture of accountability and optimize business results.
Regards..
Humresources
From India, Ahmadabad
A performance management system gives business leaders a way to tie project selection and employee assessment to core processes and key metrics. By ensuring that everyone is clear about the company's goals and that decisions are made based on those goals, managers can create a culture of accountability and optimize business results.
Regards..
Humresources
From India, Ahmadabad
Hi Ed, I'v been following your post lately and it seems that your so well-versed in all facets of HR Management/Development. Just want to ask for your advise on Competency Dictionary, Im making a competency dictionary which will be used for our career development and I'm not so sure if how many proficiency level shall I use? Is there an ideal no. of proficiency level in making a competency dictionary? I'v noticed that there are 5 levels and some are 4? Im planning to use 5 levels in technical competencies and 4 levels in behavioral competencies. Will it be valid? Shall I consider the bell-curve issues here? I'll appreciate whatever advise you can give. Thanks in advance.
Paolo
+966541973422
From Philippines, Makati
Paolo
+966541973422
From Philippines, Makati
Paolo,
Hi! In the use of HR systems, it is always best to follow the general norm so your internal system will be congruent with others internationally. In the compentency dicctionary, the standard proficiency level being used is 5. I think this is better than 4 because it is also consistent with the usual rating scale in many PMS. If you use 5 and 4, you may have a problem with their conversion for the overall rating.
I always condsider the Bell Curve as a tool in the last stage of the PMS, esp when the company needs to justify the limited quantity that it plans to promote and/ or give cash rewards ---- despite the huge number of outstanding performers in the organization.
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
Hi! In the use of HR systems, it is always best to follow the general norm so your internal system will be congruent with others internationally. In the compentency dicctionary, the standard proficiency level being used is 5. I think this is better than 4 because it is also consistent with the usual rating scale in many PMS. If you use 5 and 4, you may have a problem with their conversion for the overall rating.
I always condsider the Bell Curve as a tool in the last stage of the PMS, esp when the company needs to justify the limited quantity that it plans to promote and/ or give cash rewards ---- despite the huge number of outstanding performers in the organization.
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Performance Management System.doc