Please suggest to me the steps or procedures of the Performance management system for the Real Estate Industry Thanks & Regards
From India, Bengaluru
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From India, Bengaluru
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Dear Swarna,
While establishing PMS or designing the KRAs, the following needs to be noted:
a) Do we measure what deserves to be measured?
b) Do KRAs pass the test of the SMART principle?
c) Has the direct and indirect cost been identified for all the departments? Are these costs included as KRAs for the respective HOD?
d) Has the staff of the downmost level understood the importance of measurement or how to design the measures? Mere Manager or HOD understanding of the concept of KPIs and KRAs is not sufficient. He/she attains the department's KRA through his/her subordinate. What if the Manager/HOD does not get sufficient support from the juniors?
e) Are there any staff who are kept off the hook?
I have been giving replies to the posts on PMS time and again. Click the following link to refer to one exhaustive reply:
https://www.citehr.com/511936-pms-company.html
Though the heading of the heading is for IT companies, the reply applies to all types 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. Talk to your management and find out whether they are ready to hire the paid services of an external consultant like me. For further queries, feel free to contact me.
Thanks,
Dinesh Divekar
From India, Bangalore
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8032While establishing PMS or designing the KRAs, the following needs to be noted:
a) Do we measure what deserves to be measured?
b) Do KRAs pass the test of the SMART principle?
c) Has the direct and indirect cost been identified for all the departments? Are these costs included as KRAs for the respective HOD?
d) Has the staff of the downmost level understood the importance of measurement or how to design the measures? Mere Manager or HOD understanding of the concept of KPIs and KRAs is not sufficient. He/she attains the department's KRA through his/her subordinate. What if the Manager/HOD does not get sufficient support from the juniors?
e) Are there any staff who are kept off the hook?
I have been giving replies to the posts on PMS time and again. Click the following link to refer to one exhaustive reply:
https://www.citehr.com/511936-pms-company.html
Though the heading of the heading is for IT companies, the reply applies to all types 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. Talk to your management and find out whether they are ready to hire the paid services of an external consultant like me. For further queries, feel free to contact me.
Thanks,
Dinesh Divekar
From India, Bangalore
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HI, Kindly help me with the mail draft to send to all the RM’s about the training organised for them on "How to appraise" their reportees.
From India, Hyderabad
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From India, Hyderabad
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Hello, I am looking for daily performance management system (PMS) for our employees, can you help me by tell the particulars or category on which basis i can review the performance on daily basis.
From India, Gurgaon
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From India, Gurgaon
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Now i am working in aluminium manufacturing company. How to start and implementation for PMS .. Kindly give me the tool.
From India, Coimbatore
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From India, Coimbatore
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What is your budget, sir SAP oracle are reliable and expensive
From India, Chennai
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From India, Chennai
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Hi,
I am an HR Generalist working in an SME and am the only HR person here. I have been tasked with preparing a framework to conduct performance evaluations for my organization. Please guide me. I would be grateful if you could share some formats, templates, samples, etc.
Thank you in advance.
Nascent HR
From Pakistan, Muzaffarabad
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I am an HR Generalist working in an SME and am the only HR person here. I have been tasked with preparing a framework to conduct performance evaluations for my organization. Please guide me. I would be grateful if you could share some formats, templates, samples, etc.
Thank you in advance.
Nascent HR
From Pakistan, Muzaffarabad
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Dear All,
I have been working in an eye care hospital, and we are planning to start the PMS process. For this, we require a balanced scorecard, succession planning, KPIs, OKRs, competencies for the hospital.
I hope someone can share the above items in PDF or PPT with examples. It would be very helpful in the hospital industry.
Thanks & Regards,
Gaurav
From India, New Delhi
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I have been working in an eye care hospital, and we are planning to start the PMS process. For this, we require a balanced scorecard, succession planning, KPIs, OKRs, competencies for the hospital.
I hope someone can share the above items in PDF or PPT with examples. It would be very helpful in the hospital industry.
Thanks & Regards,
Gaurav
From India, New Delhi
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I am an HR Professional, Consultant, and also a Trainer on HR modules. I have been handling PMS for 25 years out of my 33 years of service with Larsen & Toubro, from where I retired as Head of HR. I also conduct HR audits covering PMS. Nothing comes free in this world, as I need to spend my time and other resources to handle the queries of each and every one of you. If your organization is willing to loosen its purse strings a bit, I can act as your consultant and provide you with necessary inputs. Best wishes.
From India, Bengaluru
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From India, Bengaluru
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Dear All,
I have always received good suggestions on every topic discussed here and am in need of a few more solutions. I kindly request all senior authorities to guide me on how to set up the Performance Management System (PMS) cycle for the startup. What are the initial stages for setting it up? What employee data is required, and are there any forms that need to be designed for the same purpose? Can anyone please provide guidance starting from the basics on the PMS cycle for employees?
Thank you.
From India, Pune
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I have always received good suggestions on every topic discussed here and am in need of a few more solutions. I kindly request all senior authorities to guide me on how to set up the Performance Management System (PMS) cycle for the startup. What are the initial stages for setting it up? What employee data is required, and are there any forms that need to be designed for the same purpose? Can anyone please provide guidance starting from the basics on the PMS cycle for employees?
Thank you.
From India, Pune
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