Hi, Everyone
I m HR of small IT Company of 25 to 30 Employee.I wanted to know which kind of performance management policy i have to make for my company.
by which method i can evaluate employee performance. what should be right performance management process for my company.
Thanks
From India, Mumbai
I m HR of small IT Company of 25 to 30 Employee.I wanted to know which kind of performance management policy i have to make for my company.
by which method i can evaluate employee performance. what should be right performance management process for my company.
Thanks
From India, Mumbai
Dear Jyoti,
To implement PMS, it requires tremendous support from the management. Do you have buy-in from management? If not, then first obtain it.
PMS is to measure the business performance. To measure business performance, we need to measure performance of each department. To measure performance of each department, we need to identify the direct and indirect costs of each department. KPIs are to be designed on costs. The other parameters to design the costs are quality, quantity, customer satisfaction, accuracy, timeliness etc.
Be it noted that sound PMS depends on what you measure and not on the software that you use. Companies do measure the performance but then they may not measure what deserves to be measured. Recently I helped one of the members of this forum to design the KPIs for Event Manager. If you wish to have look at that post, then you may click the following link:
https://www.citehr.com/511712-kpi-kr...ml#post2190644
I have been giving my replies on this subject time and again. You may refer the following links to refer my past posts:
<link outdated-removed>
https://www.citehr.com/500549-format...ml#post2165577
#post2152684
https://www.citehr.com/498440-how-ca...ml#post2160264
Old: -
https://www.citehr.com/490150-job-de...ml#post2140544
I recommend you going through each reply patiently and clarify yourself about PMS.
I provide consulting services to establish PMS. If you wish to hire my services on PMS consulting, I will help you in bringing the sea change. I will study systems and processes of each department deeply and design unique measures. You may talk to your management about availing of my services. If you wish to know more about my consulting services then you may click here to check the presentation.
Thanks,
Dinesh Divekar
From India, Bangalore
7884To implement PMS, it requires tremendous support from the management. Do you have buy-in from management? If not, then first obtain it.
PMS is to measure the business performance. To measure business performance, we need to measure performance of each department. To measure performance of each department, we need to identify the direct and indirect costs of each department. KPIs are to be designed on costs. The other parameters to design the costs are quality, quantity, customer satisfaction, accuracy, timeliness etc.
Be it noted that sound PMS depends on what you measure and not on the software that you use. Companies do measure the performance but then they may not measure what deserves to be measured. Recently I helped one of the members of this forum to design the KPIs for Event Manager. If you wish to have look at that post, then you may click the following link:
https://www.citehr.com/511712-kpi-kr...ml#post2190644
I have been giving my replies on this subject time and again. You may refer the following links to refer my past posts:
<link outdated-removed>
https://www.citehr.com/500549-format...ml#post2165577
#post2152684
https://www.citehr.com/498440-how-ca...ml#post2160264
Old: -
https://www.citehr.com/490150-job-de...ml#post2140544
I recommend you going through each reply patiently and clarify yourself about PMS.
I provide consulting services to establish PMS. If you wish to hire my services on PMS consulting, I will help you in bringing the sea change. I will study systems and processes of each department deeply and design unique measures. You may talk to your management about availing of my services. If you wish to know more about my consulting services then you may click here to check the presentation.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Jyoti,
Mr. Dinesh have given an excellent thought process on the PMS. Just to simplify and add on
01. As refereed in the trailing mail, management support play a vital role. We need to have a clear defined Vision & Mission / Objectives (Short term & Long term Objectives).
02. We need to translate those organisational objectives to departmental objectives.
03. Those departmental objectives are translated as individual KRA. then KRA will be breakdown to KPI (The KRA should be measurable).
Note :
* without providing the KRA's to Individual employees - its would be very difficult to measure the performance of the employees.
Hence, making employee aware on their roles & responsibilities play a Vital role .
Regards,
Sunil
From India, Bangalore
Mr. Dinesh have given an excellent thought process on the PMS. Just to simplify and add on
01. As refereed in the trailing mail, management support play a vital role. We need to have a clear defined Vision & Mission / Objectives (Short term & Long term Objectives).
02. We need to translate those organisational objectives to departmental objectives.
03. Those departmental objectives are translated as individual KRA. then KRA will be breakdown to KPI (The KRA should be measurable).
Note :
* without providing the KRA's to Individual employees - its would be very difficult to measure the performance of the employees.
Hence, making employee aware on their roles & responsibilities play a Vital role .
Regards,
Sunil
From India, Bangalore
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