Dear Sir,
360 Degree, Balanced Scorecard, Bell Curve PMS systems are available. Despite the existence of numerous PMS systems, employees tend to focus on finding others' mistakes instead of delivering their best performance. Not all PMS systems are equitable. Why do employees seek new job opportunities due to their bosses? Why is there a lack of transparency?
Please guide on which is the best PMS system.
Thanks,
From India, Vadodara
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23360 Degree, Balanced Scorecard, Bell Curve PMS systems are available. Despite the existence of numerous PMS systems, employees tend to focus on finding others' mistakes instead of delivering their best performance. Not all PMS systems are equitable. Why do employees seek new job opportunities due to their bosses? Why is there a lack of transparency?
Please guide on which is the best PMS system.
Thanks,
From India, Vadodara
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Dear Mili,
It appears that you are in a confused state of mind. You have sprinkled some information here and there. Please specify what the problem is.
There is nothing like "best" PMS. Whatever you have, whether you implement earnestly, that matters most. Secondly, do you measure what needs to be measured? Are your measures comprehensive, or are you just skimming the surface? Do the measures of performance identify the visible and invisible costs?
Do not get into HR jargon. All that you need to do is to identify the costs associated with each department and start measuring them.
Last but not least, if after the introduction of PMS, the blame game persists, then it goes on to show that your measures were not comprehensive or leadership does not have belief in the measures.
As far as transparency is concerned, how to foster it is leadership's call and not yours. If leadership is interested in sweeping things under the carpet, then PMS will not work, whether "best" or otherwise.
Thanks,
Dinesh V Divekar
Bangalore - 560092
From India, Bangalore
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It appears that you are in a confused state of mind. You have sprinkled some information here and there. Please specify what the problem is.
There is nothing like "best" PMS. Whatever you have, whether you implement earnestly, that matters most. Secondly, do you measure what needs to be measured? Are your measures comprehensive, or are you just skimming the surface? Do the measures of performance identify the visible and invisible costs?
Do not get into HR jargon. All that you need to do is to identify the costs associated with each department and start measuring them.
Last but not least, if after the introduction of PMS, the blame game persists, then it goes on to show that your measures were not comprehensive or leadership does not have belief in the measures.
As far as transparency is concerned, how to foster it is leadership's call and not yours. If leadership is interested in sweeping things under the carpet, then PMS will not work, whether "best" or otherwise.
Thanks,
Dinesh V Divekar
Bangalore - 560092
From India, Bangalore
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Hi,
I have a question. I have completed three PMS cycles from my last date of promotion, and my boss did not recommend me for promotion, even though I am doing all the work. Can I just write to the higher management as a self-recommendation for promotion, highlighting major achievements?
From India, Mumbai
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I have a question. I have completed three PMS cycles from my last date of promotion, and my boss did not recommend me for promotion, even though I am doing all the work. Can I just write to the higher management as a self-recommendation for promotion, highlighting major achievements?
From India, Mumbai
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Dear Koushik,
Promotions are based on the respective company's promotion policy. Secondly, there has to be a vacancy for the promotion.
Thirdly, you have written that you have completed three cycles of PMS. What is the duration of each cycle? In fact, you should have written that you have completed three cycles of Performance Appraisal (PA) and not PMS. What was your score? Has it been disclosed?
Fourthly, you have written that you would like to highlight the major achievements to your management. Did you highlight those in your regular PA?
Lastly, while checking the promotion suitability, it is not just performance but potential that is also taken into account. Have you demonstrated potential for the higher post?
Thanks,
Dinesh Divekar
From India, Bangalore
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Promotions are based on the respective company's promotion policy. Secondly, there has to be a vacancy for the promotion.
Thirdly, you have written that you have completed three cycles of PMS. What is the duration of each cycle? In fact, you should have written that you have completed three cycles of Performance Appraisal (PA) and not PMS. What was your score? Has it been disclosed?
Fourthly, you have written that you would like to highlight the major achievements to your management. Did you highlight those in your regular PA?
Lastly, while checking the promotion suitability, it is not just performance but potential that is also taken into account. Have you demonstrated potential for the higher post?
Thanks,
Dinesh Divekar
From India, Bangalore
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I have enquired with my HR.
I have completed three years (3 cycles of appraisals) since my last date of promotion.
Regarding this, I met with the HR, and it's true that the promotion policy differs each year. He also suggested that I should get highlighted.
How here the problem comes...
I have a set of achievements, but my boss is not highlighting it in front of other departments or in any reward and recognition programs. Actually, I am working at the grassroots level. My boss finishes the end part and receives all the credit but is afraid to portray the good images of his subordinates in front of higher management or even fight for us.
Of late, I have noticed a decrease in my workload. The only work that I do is the preparation of a weekly MIS each week. That's all.
I have the capability to shoulder other responsibilities. I have repeatedly told this to my boss. After hearing this, he engages me again in documentation management work. The other big issues he solves by himself with no delegation of work. The entire system is like a jalibiiiiii, and it's going gol gol gol.
What should I do to enhance my career? Because with this kind of situation, I think I won't be able to climb up the ladder.
From India, Mumbai
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I have completed three years (3 cycles of appraisals) since my last date of promotion.
Regarding this, I met with the HR, and it's true that the promotion policy differs each year. He also suggested that I should get highlighted.
How here the problem comes...
I have a set of achievements, but my boss is not highlighting it in front of other departments or in any reward and recognition programs. Actually, I am working at the grassroots level. My boss finishes the end part and receives all the credit but is afraid to portray the good images of his subordinates in front of higher management or even fight for us.
Of late, I have noticed a decrease in my workload. The only work that I do is the preparation of a weekly MIS each week. That's all.
I have the capability to shoulder other responsibilities. I have repeatedly told this to my boss. After hearing this, he engages me again in documentation management work. The other big issues he solves by himself with no delegation of work. The entire system is like a jalibiiiiii, and it's going gol gol gol.
What should I do to enhance my career? Because with this kind of situation, I think I won't be able to climb up the ladder.
From India, Mumbai
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it seems like there is no work in the department. can you please suggest me how to self create work and then show case it to the management?
From India, Mumbai
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From India, Mumbai
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Dear Sir,
It happens with everyone. Promotion policies, all systems are there. But no one is getting fair PMS. Why? What kind of software or system can we use so top management can understand the scenario? They should be able to see the talent, not just a rosy picture.
Thanks,
From India, Vadodara
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It happens with everyone. Promotion policies, all systems are there. But no one is getting fair PMS. Why? What kind of software or system can we use so top management can understand the scenario? They should be able to see the talent, not just a rosy picture.
Thanks,
From India, Vadodara
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Performance management systems are just that - to manage the performance contribution of employees and keep historical records. Time for us all to realize that we can't keep getting promoted every year.
Mili - There is no best PMS system. As for bosses - we now need to be realistic (remember Steve Jobs?)
From India, Mumbai
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Mili - There is no best PMS system. As for bosses - we now need to be realistic (remember Steve Jobs?)
From India, Mumbai
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PMS Handbook.pdf
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PMS for B & C, FINAL.zip