Hi Everyone,
I am working as a Senior Hr Executive(Joined recently ) in a online marketing & bpo company. I found that the appraisal system followed here is quite confusing, as no proper parameters are set to rate the performance. Now my management wants me to take this challenging role & moniter the monthly performance reports for appraisal (calculated annually). So, I want to know how I have to progess, means what I should do to implement PMS in my organisation (For ex: excels with formulas or software but again s/w will be costly). I have already gone through few links provided here but was not satisfied. Also I want to make effective and transparent PMS. If anyone can share their opinions or experience with me, I will be obliged.
Thanks
From India, Bangalore
I am working as a Senior Hr Executive(Joined recently ) in a online marketing & bpo company. I found that the appraisal system followed here is quite confusing, as no proper parameters are set to rate the performance. Now my management wants me to take this challenging role & moniter the monthly performance reports for appraisal (calculated annually). So, I want to know how I have to progess, means what I should do to implement PMS in my organisation (For ex: excels with formulas or software but again s/w will be costly). I have already gone through few links provided here but was not satisfied. Also I want to make effective and transparent PMS. If anyone can share their opinions or experience with me, I will be obliged.
Thanks
From India, Bangalore
Dear Amritaa,
It appears that you do not have proper Policy on Performance Appraisal (PA) well in place. When employees join the company, during induction itself they should be told that when their appraisal will take place. The salient features of policy could be as below:
a) Appraisal may be done quarterly. Appraisal cycle of one year is too long. Nevertheless, salary hike may be done a son 1st April or 1st Oct.
b) Employees who join in between, when their first PA will take that can be decided in the policy.
c) % of salary hike should be linked to the score of PA.
The important point is PA concentrates only on the individual performance. We need to go beyond and measure the business performance. For this you need to have well-designed policy on Performance Management System (PMS). There was query in this forum on PMS. I have given reply to this post. Click the following link to refer the reply:
https://www.citehr.com/511936-pms-company.html
Though the heading of the heading is for IT companies, the reply is applicable to all the type of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
For further doubts, you may call me on my mobile number.
Thanks,
Dinesh Divekar
From India, Bangalore
7884It appears that you do not have proper Policy on Performance Appraisal (PA) well in place. When employees join the company, during induction itself they should be told that when their appraisal will take place. The salient features of policy could be as below:
a) Appraisal may be done quarterly. Appraisal cycle of one year is too long. Nevertheless, salary hike may be done a son 1st April or 1st Oct.
b) Employees who join in between, when their first PA will take that can be decided in the policy.
c) % of salary hike should be linked to the score of PA.
The important point is PA concentrates only on the individual performance. We need to go beyond and measure the business performance. For this you need to have well-designed policy on Performance Management System (PMS). There was query in this forum on PMS. I have given reply to this post. Click the following link to refer the reply:
https://www.citehr.com/511936-pms-company.html
Though the heading of the heading is for IT companies, the reply is applicable to all the type of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
For further doubts, you may call me on my mobile number.
Thanks,
Dinesh Divekar
From India, Bangalore
Bullseye Performance Appraisal Software that manages goals, tasks, performance reviews, compensation and benefits. It's fully customizable, automated, online performance appraisal system that automate all HR functions for small and large businesses.
Here is a complete details: Performance Appraisal System
From Pakistan, Karachi
Here is a complete details: Performance Appraisal System
From Pakistan, Karachi
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