Dear All,
I have few queries about the level of involvement of HR in PMS. Iam elaborating my query with an example of an Mid size IT company.
How HR would design and implement the PMS for an IT company? How KRAs or JDs ( for compensation Job Analysis) will be created and performance can be measured by HR without being from non-technical background. Theoretically all these task are to be done by HR.
Should HR be from same industry and background to have a deep understanding.
How HR would ensure the fair PMS practices in any industry?
Is the role of HR is to just facilitate and smooth line the process by doing follow-up? Or HR has to depend on line manager' only?
Please answer my queries.
Thanks
Rashee
From India, Delhi
2I have few queries about the level of involvement of HR in PMS. Iam elaborating my query with an example of an Mid size IT company.
How HR would design and implement the PMS for an IT company? How KRAs or JDs ( for compensation Job Analysis) will be created and performance can be measured by HR without being from non-technical background. Theoretically all these task are to be done by HR.
Should HR be from same industry and background to have a deep understanding.
How HR would ensure the fair PMS practices in any industry?
Is the role of HR is to just facilitate and smooth line the process by doing follow-up? Or HR has to depend on line manager' only?
Please answer my queries.
Thanks
Rashee
From India, Delhi
Dear Rashee,
Paragraph-wise replies to your queries are as below:
How HR would design and implement the PMS for an IT company?
For this you need to take training on PMS. Not only you should take training but you should train your operations managers also on PMS.
How KRAs or JDs ( for compensation Job Analysis) will be created and performance can be measured by HR without being from non-technical background. Theoretically all these task are to be done by HR
Creation of Job Description is perfectly job of HR. However, creation of KRAs could be the job of HODs. HR can facilitate this process.
Should HR be from same industry and background to have a deep understanding.
HR need not be from same industry however, a deep understanding of the industry would obviously help.
How HR would ensure the fair PMS practices in any industry?
You need to create "Policy on Performance Management System". Involve your HODs and other operations managers in formulating this policy. Fainess would depend on the understanding of their policy.
Is the role of HR is to just facilitate and smooth line the process by doing follow-up? Or HR has to depend on line manager' only?
Ensuring total execution of policy is job of HR and this policy is no exception. Any activity related to PMS is related to the organisation and line managers are not working for HR Department. If you are required to do follow-up then it could be interpreted that they did not understand the value the organisation derives from the PMS. Any delay in execution should be treated as indiscipline, whatever rank of that Manager may be.
Hope the above replies clarifies your doubts. If you wish to conduct the training on PMS, then we can work together. As a programme takeaway, I will do the following for you:
a) Design draft policy on PMS
b) Extensive exercise on how to design KRAs
c) Extensive exercise on what is Performance Appraisal and how to conduct it
There are scores of other things that I will do in this 2-day module. For further queries, feel free to contact me.
Thanks,
Dinesh Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
Paragraph-wise replies to your queries are as below:
How HR would design and implement the PMS for an IT company?
For this you need to take training on PMS. Not only you should take training but you should train your operations managers also on PMS.
How KRAs or JDs ( for compensation Job Analysis) will be created and performance can be measured by HR without being from non-technical background. Theoretically all these task are to be done by HR
Creation of Job Description is perfectly job of HR. However, creation of KRAs could be the job of HODs. HR can facilitate this process.
Should HR be from same industry and background to have a deep understanding.
HR need not be from same industry however, a deep understanding of the industry would obviously help.
How HR would ensure the fair PMS practices in any industry?
You need to create "Policy on Performance Management System". Involve your HODs and other operations managers in formulating this policy. Fainess would depend on the understanding of their policy.
Is the role of HR is to just facilitate and smooth line the process by doing follow-up? Or HR has to depend on line manager' only?
Ensuring total execution of policy is job of HR and this policy is no exception. Any activity related to PMS is related to the organisation and line managers are not working for HR Department. If you are required to do follow-up then it could be interpreted that they did not understand the value the organisation derives from the PMS. Any delay in execution should be treated as indiscipline, whatever rank of that Manager may be.
Hope the above replies clarifies your doubts. If you wish to conduct the training on PMS, then we can work together. As a programme takeaway, I will do the following for you:
a) Design draft policy on PMS
b) Extensive exercise on how to design KRAs
c) Extensive exercise on what is Performance Appraisal and how to conduct it
There are scores of other things that I will do in this 2-day module. For further queries, feel free to contact me.
Thanks,
Dinesh Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
Dear Rashee ,
Are you designing this for your firm ? There are different ways to look at it, if you are studying this theoretically . However, you will need a greater focus for specific areas, if its a live implementation. Your firm may not allow a transparent ranking or may completely support an in-depth communication. Please share more about your requirement.
Looking forward to hear from you
From India, Mumbai
Are you designing this for your firm ? There are different ways to look at it, if you are studying this theoretically . However, you will need a greater focus for specific areas, if its a live implementation. Your firm may not allow a transparent ranking or may completely support an in-depth communication. Please share more about your requirement.
Looking forward to hear from you
From India, Mumbai
Dear (Cite Contribution),
Thanks for your response. I need to clarify my doubts for my on learning. I view it as if I am going to implement a PMS in my orgnaization, how would I do this. We are a small organization of round 70 + employees. We don't have formal performance appraisals, we follow yearly salary increment procedure and in mid term review as and when required.
If I take an initiative to make it a formal and structured approach, so how should I start. As I know our management would not like to go for an outside consultants for budget constraint.
My questions are little conceptual also for my knowledge. I want to understand my role and involvement in PMS in IT company.
Thanks
Rashee
From India, Delhi
Thanks for your response. I need to clarify my doubts for my on learning. I view it as if I am going to implement a PMS in my orgnaization, how would I do this. We are a small organization of round 70 + employees. We don't have formal performance appraisals, we follow yearly salary increment procedure and in mid term review as and when required.
If I take an initiative to make it a formal and structured approach, so how should I start. As I know our management would not like to go for an outside consultants for budget constraint.
My questions are little conceptual also for my knowledge. I want to understand my role and involvement in PMS in IT company.
Thanks
Rashee
From India, Delhi
Dear Rashee,
You have written that "As I know our management would not like to go for an outside consultants for budget constraint."
They are of this view because they have not calculated cost of non-performance or cost of under-performance. The amount of money that is drained out because of under-performance is huge. In contrast cost of external consultant is small part of it.
If you could convene my telephonic discussion with your MD, I will tell him how to calculate the cost of poor performance.
Thanks,
DVD
From India, Bangalore
You have written that "As I know our management would not like to go for an outside consultants for budget constraint."
They are of this view because they have not calculated cost of non-performance or cost of under-performance. The amount of money that is drained out because of under-performance is huge. In contrast cost of external consultant is small part of it.
If you could convene my telephonic discussion with your MD, I will tell him how to calculate the cost of poor performance.
Thanks,
DVD
From India, Bangalore
Rashee,
First is Standard Position Descriptions (JD is the not the right word) - one of the finest method globally is US Govt - O net.
2nd comes Job Evaluation ( Hap Point factor evaluation system is a good method) Hay trains people too.
3rd. Foundation of PMS - on a lower level its KRA/ KPI based. second phase is Competence based.
4th - Compensation survey data from any of the reputed players eg Hay
From India, Delhi
First is Standard Position Descriptions (JD is the not the right word) - one of the finest method globally is US Govt - O net.
2nd comes Job Evaluation ( Hap Point factor evaluation system is a good method) Hay trains people too.
3rd. Foundation of PMS - on a lower level its KRA/ KPI based. second phase is Competence based.
4th - Compensation survey data from any of the reputed players eg Hay
From India, Delhi
Dear All,
I,m also taking care of PMS in a manufacturing company where we have 300 staff, 400 company roll workers and about 1800 contractual manpower. I would like to know what would be an ideal Performance Management sytem for us for Company roll employees only esp staff level. We are using KRAs for qurterly performance reviews for staff. But it is not much effective and really accepted by all. May be because coz of the KRA settings. I would like to attend a training or seminar to learn best practices for manufacturing.
Anyone, plz revert.
From India, Lucknow
I,m also taking care of PMS in a manufacturing company where we have 300 staff, 400 company roll workers and about 1800 contractual manpower. I would like to know what would be an ideal Performance Management sytem for us for Company roll employees only esp staff level. We are using KRAs for qurterly performance reviews for staff. But it is not much effective and really accepted by all. May be because coz of the KRA settings. I would like to attend a training or seminar to learn best practices for manufacturing.
Anyone, plz revert.
From India, Lucknow
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