We are a startup IT company currently with an employee strength of 15 employees. This number will increase by 25 by the end of this fiscal year. We want to set up a performance management system. Can anybody tell me what could be the best system to follow? The key aspect I am looking for is a coaching-oriented system that should be reviewed every 3 months for each employee (like a 60-90 days Plan).
We have included PLI as part of CTC for all the employees based on their salary slab. Therefore, we have considered releasing a portion of the PLI after six months and the remaining portion after completing 1 year with the company. We aim to implement this as part of the performance management system.
Can you all please shed some more light on this approach? Awaiting a reply.
Regards,
Shikha
shikha8282@gmail.com
From India, Mumbai
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We have included PLI as part of CTC for all the employees based on their salary slab. Therefore, we have considered releasing a portion of the PLI after six months and the remaining portion after completing 1 year with the company. We aim to implement this as part of the performance management system.
Can you all please shed some more light on this approach? Awaiting a reply.
Regards,
Shikha
shikha8282@gmail.com
From India, Mumbai
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Dear Shikha,
It appears that you have a basic confusion between Performance Management System (PMS) and coaching. These two things need to be delinked. Coaching is important, but it is to improve performance, whereas PMS is to measure performance. Secondly, about salary increase, it is not part of the PMS activity. Yes, you may link salary increase with the quantum of performance. However, both are independent activities.
To know more about instituting PMS in the company, you can click here to refer to my past post: [https://www.citehr.com/490150-job-description-link-kra-kpi-pms.html#post2140544](https://www.citehr.com/490150-job-description-link-kra-kpi-pms.html#post2140544).
There is a lot of misconception about the concept of KPI and KRA. To remove this misconception, I have uploaded my presentation on YouTube. You can click here to watch the video: [https://www.youtube.com/watch?v=NMEjMQzYVSs](https://www.youtube.com/watch?v=NMEjMQzYVSs).
Just this morning, I replied to the post titled "Subjectivity in Performance Appraisal." You can click on the link to read it: [https://www.citehr.com/492135-subjectivity-performance-appraisal.html#post2145274](https://www.citehr.com/492135-subjectivity-performance-appraisal.html#post2145274).
I handle consulting on PMS. To know more about my services, you can click here: [https://docs.google.com/presentation/d/1a4PoJW1CgnX-CdaGecTZ3xQXfTyPgp0l5vrcFJddsw4/edit#slide=id.p30](https://docs.google.com/presentation/d/1a4PoJW1CgnX-CdaGecTZ3xQXfTyPgp0l5vrcFJddsw4/edit#slide=id.p30). Talk to your management, and if they are ready, then we may work together. If you hire my services, trust me, I will design new measures which you had never thought of.
Thanks,
Dinesh V Divekar
From India, Bangalore
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8218It appears that you have a basic confusion between Performance Management System (PMS) and coaching. These two things need to be delinked. Coaching is important, but it is to improve performance, whereas PMS is to measure performance. Secondly, about salary increase, it is not part of the PMS activity. Yes, you may link salary increase with the quantum of performance. However, both are independent activities.
To know more about instituting PMS in the company, you can click here to refer to my past post: [https://www.citehr.com/490150-job-description-link-kra-kpi-pms.html#post2140544](https://www.citehr.com/490150-job-description-link-kra-kpi-pms.html#post2140544).
There is a lot of misconception about the concept of KPI and KRA. To remove this misconception, I have uploaded my presentation on YouTube. You can click here to watch the video: [https://www.youtube.com/watch?v=NMEjMQzYVSs](https://www.youtube.com/watch?v=NMEjMQzYVSs).
Just this morning, I replied to the post titled "Subjectivity in Performance Appraisal." You can click on the link to read it: [https://www.citehr.com/492135-subjectivity-performance-appraisal.html#post2145274](https://www.citehr.com/492135-subjectivity-performance-appraisal.html#post2145274).
I handle consulting on PMS. To know more about my services, you can click here: [https://docs.google.com/presentation/d/1a4PoJW1CgnX-CdaGecTZ3xQXfTyPgp0l5vrcFJddsw4/edit#slide=id.p30](https://docs.google.com/presentation/d/1a4PoJW1CgnX-CdaGecTZ3xQXfTyPgp0l5vrcFJddsw4/edit#slide=id.p30). Talk to your management, and if they are ready, then we may work together. If you hire my services, trust me, I will design new measures which you had never thought of.
Thanks,
Dinesh V Divekar
From India, Bangalore
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Hi Shikha,
Please find our product details.
Introducing CALIBRIXTM - a solution for your daily HR needs.
CALIBRIX is a complete enterprise solution for HR to take care of transactions, processes, and workflows. The product is offered in SaaS form over the clouds. It has an inbuilt MIS for decision-makers as well. Furthermore, it integrates with 3rd-party service providers like trainers, recruiters, etc. The product is capable of managing multi-locational workforce with real-time MIS for the management.
Our platform, Calibrix, offers you the following modules:
1. Recruitment management (right from indenting a vacancy to onboarding, including interview management, competency mapping of each candidate, CV database management, integration with third-party service vendors).
2. Talent management (performance management system, talent pool creation and management, succession planning, 360-degree feedback, etc.).
3. Payroll management (Salary and Reimbursements).
4. Attendance and Leave management (Integration with swipe card and biometric systems).
5. Training management (right from the identification of training needs to conducting trainings, taking feedback, and ranking each trainer).
6. Exit management (F & F settlement, deactivation of accounts, Relieving letter, assets recovery, etc.).
7. Communication management (between employer and employees, supervisors/subordinates, peers, etc.).
8. Database management (employee personal information, educational, experience, family, contact details).
9. Document management (employee key documents like Pan Card, Passport, Relieving letter, Educational certificates, etc.).
Thanks,
Prashant
9819309762
prashant.gupta@centhrix.com
From India, Mumbai
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Please find our product details.
Introducing CALIBRIXTM - a solution for your daily HR needs.
CALIBRIX is a complete enterprise solution for HR to take care of transactions, processes, and workflows. The product is offered in SaaS form over the clouds. It has an inbuilt MIS for decision-makers as well. Furthermore, it integrates with 3rd-party service providers like trainers, recruiters, etc. The product is capable of managing multi-locational workforce with real-time MIS for the management.
Our platform, Calibrix, offers you the following modules:
1. Recruitment management (right from indenting a vacancy to onboarding, including interview management, competency mapping of each candidate, CV database management, integration with third-party service vendors).
2. Talent management (performance management system, talent pool creation and management, succession planning, 360-degree feedback, etc.).
3. Payroll management (Salary and Reimbursements).
4. Attendance and Leave management (Integration with swipe card and biometric systems).
5. Training management (right from the identification of training needs to conducting trainings, taking feedback, and ranking each trainer).
6. Exit management (F & F settlement, deactivation of accounts, Relieving letter, assets recovery, etc.).
7. Communication management (between employer and employees, supervisors/subordinates, peers, etc.).
8. Database management (employee personal information, educational, experience, family, contact details).
9. Document management (employee key documents like Pan Card, Passport, Relieving letter, Educational certificates, etc.).
Thanks,
Prashant
9819309762
prashant.gupta@centhrix.com
From India, Mumbai
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Hi Shikha,
It seems you want to have a competency management system directly linked to your performance management system with a review periodicity of three months. You have some concepts in mind that can be explored.
I would suggest you sit with an expert who will help you design the HR Management System based on your needs. You can design the HRMS in phases, considering the priority. Considering the present size of the organization, automation may not be required but can be done considering future needs.
Thanks and Regards,
Harsh
PCMM Consultant
From India, Mumbai
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It seems you want to have a competency management system directly linked to your performance management system with a review periodicity of three months. You have some concepts in mind that can be explored.
I would suggest you sit with an expert who will help you design the HR Management System based on your needs. You can design the HRMS in phases, considering the priority. Considering the present size of the organization, automation may not be required but can be done considering future needs.
Thanks and Regards,
Harsh
PCMM Consultant
From India, Mumbai
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Dear Ms. Bhatnagar,
If you are looking for a performance management system, we can help you with this. Our engineers and consultants can provide you with solutions and help you set up a performance-linked management system.
We are a premier HR consultancy services company with offices in California, US, and New Delhi, India. We generally provide a 360-degree feedback assessment tool, recruitment, and other HR services. We have worked with many clients in India, UAE, and the US.
If interested, you can contact us at services@dhung.com or you can also call 9911778647 so that we can fix an appointment with you.
Looking forward to a great association with you.
Thanks and Best Regards,
Swaraj Kumar Murmu
Business Development Analyst
Dhung Pvt Ltd
S-26, Manish Mall
Sector-22, Dwarka, New Delhi-110077
Phone: 011-45785700
Mobile: 9911778647
Website: [Company Reviews, Salaries, Job Interview question answers, Job roles and skills | - Dhung](http://dhung.com) (link updated to site home) (Search On Cite | Search On Google)
From India, Delhi
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If you are looking for a performance management system, we can help you with this. Our engineers and consultants can provide you with solutions and help you set up a performance-linked management system.
We are a premier HR consultancy services company with offices in California, US, and New Delhi, India. We generally provide a 360-degree feedback assessment tool, recruitment, and other HR services. We have worked with many clients in India, UAE, and the US.
If interested, you can contact us at services@dhung.com or you can also call 9911778647 so that we can fix an appointment with you.
Looking forward to a great association with you.
Thanks and Best Regards,
Swaraj Kumar Murmu
Business Development Analyst
Dhung Pvt Ltd
S-26, Manish Mall
Sector-22, Dwarka, New Delhi-110077
Phone: 011-45785700
Mobile: 9911778647
Website: [Company Reviews, Salaries, Job Interview question answers, Job roles and skills | - Dhung](http://dhung.com) (link updated to site home) (Search On Cite | Search On Google)
From India, Delhi
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Hi,
Thank you all for your replies. I am seeking expert advice from this forum on the most effective and simplest way to implement PMS in a startup firm. As Harsh rightly mentioned, I am looking for a competency management system directly linked to the performance management system with a review period of three months.
Could you provide further insights on this? Additionally, does anyone have any documents related to this process?
I am not interested in hiring consultants for PMS implementation. I simply need your suggestions and ideas.
Looking forward to your replies.
Thanks,
Shikha
From India, Mumbai
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Thank you all for your replies. I am seeking expert advice from this forum on the most effective and simplest way to implement PMS in a startup firm. As Harsh rightly mentioned, I am looking for a competency management system directly linked to the performance management system with a review period of three months.
Could you provide further insights on this? Additionally, does anyone have any documents related to this process?
I am not interested in hiring consultants for PMS implementation. I simply need your suggestions and ideas.
Looking forward to your replies.
Thanks,
Shikha
From India, Mumbai
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Dear Shikha,
You wanted to link PMS with the Competency Management System. However, it requires immense expertise, and I doubt whether anyone in a startup will have that competency.
Let me explain to you. Though you have not mentioned what industry you belong to or what your finished product or service is, let me give you a simple example.
Suppose you are in a factory and the Inventory Turnover Ratio is 5. You want to raise it to 5.5. What competencies are required to raise this ratio? Who will guide you? Even if you get some "document" in hand, do you think it is that simple?
Suppose line stoppage is ____. You want to decrease it by 10%. Who will tell you what competencies are required to reduce them?
PMS is not just about having individual targets. PMS is about measuring business performance. If linking competencies to business performance were that easy, then possibly management science would not have taken birth at all. You are asking what seasoned managers are unable to do. This very forum is evidence of what I say. There are millions of posts, but then how many posts are there that mention the business performance of the member's company?
You may not like what I have written; however, unfortunately, the bitterness of the truth does not go away even if it is packed in sweet words.
Thanks,
Dinesh Divekar
From India, Bangalore
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You wanted to link PMS with the Competency Management System. However, it requires immense expertise, and I doubt whether anyone in a startup will have that competency.
Let me explain to you. Though you have not mentioned what industry you belong to or what your finished product or service is, let me give you a simple example.
Suppose you are in a factory and the Inventory Turnover Ratio is 5. You want to raise it to 5.5. What competencies are required to raise this ratio? Who will guide you? Even if you get some "document" in hand, do you think it is that simple?
Suppose line stoppage is ____. You want to decrease it by 10%. Who will tell you what competencies are required to reduce them?
PMS is not just about having individual targets. PMS is about measuring business performance. If linking competencies to business performance were that easy, then possibly management science would not have taken birth at all. You are asking what seasoned managers are unable to do. This very forum is evidence of what I say. There are millions of posts, but then how many posts are there that mention the business performance of the member's company?
You may not like what I have written; however, unfortunately, the bitterness of the truth does not go away even if it is packed in sweet words.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Shikha, If you're in a start-up or a relatively small company, getting started on employee performance appraisals generally presents a dilemma. So, you have to design a simple and well-structured appraisal format that should be clear, transparent, and have less ambiguity. Here are some primary tips to carry out the process:
1. Keep it simple.
2. Review everyone in the company at the same time.
3. Let employees evaluate their own performance and the company as well.
4. Don't confuse them.
5. Design the format based on their actual job role and tasks.
6. Don't make it too lengthy and avoid adding unnecessary questions or suggestions.
7. Be specific.
From India, Bhubaneswar
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1. Keep it simple.
2. Review everyone in the company at the same time.
3. Let employees evaluate their own performance and the company as well.
4. Don't confuse them.
5. Design the format based on their actual job role and tasks.
6. Don't make it too lengthy and avoid adding unnecessary questions or suggestions.
7. Be specific.
From India, Bhubaneswar
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Hi,
Well, it is a leading technology company in the fast-growing cloud computing space, providing Software-As-A-Service (SaaS) and Infrastructure-As-A-Service (IaaS) solutions to SMEs (Small & Medium-Sized Businesses) around the globe. Our SaaS practice is currently focused on providing value through Microsoft CRM Online and related cloud technologies, and we are also working on Dynamics AX.
Certainly, I would like to keep it simple and logical. Could you share the processes and formats followed by IT companies?
Awaiting reply.
Regards,
Shikha
From India, Mumbai
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Well, it is a leading technology company in the fast-growing cloud computing space, providing Software-As-A-Service (SaaS) and Infrastructure-As-A-Service (IaaS) solutions to SMEs (Small & Medium-Sized Businesses) around the globe. Our SaaS practice is currently focused on providing value through Microsoft CRM Online and related cloud technologies, and we are also working on Dynamics AX.
Certainly, I would like to keep it simple and logical. Could you share the processes and formats followed by IT companies?
Awaiting reply.
Regards,
Shikha
From India, Mumbai
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