Hi,
I am doing my dissertation on online performance management systems and am trying to understand this concept better. If your organization uses it, please let me know. What is it called? Do you find it beneficial? Did you have to undergo some sort of training in order to use it? How does the system work? On what criteria are you judged?
Thanks,
Ashverya
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I am doing my dissertation on online performance management systems and am trying to understand this concept better. If your organization uses it, please let me know. What is it called? Do you find it beneficial? Did you have to undergo some sort of training in order to use it? How does the system work? On what criteria are you judged?
Thanks,
Ashverya
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Hi,
I am a first-year PG-HR student currently doing my internship with a manufacturing organization. The Performance Management System (PMS) here is online. There is no separate name given to the system; it is very user-friendly. The employees have been given training on how to use it.
I can provide you with more details once I have completed my report, which will take a week or two. You can share your email address with me so that I can send you the information.
Regards,
Sajita Nair
From India, Mumbai
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I am a first-year PG-HR student currently doing my internship with a manufacturing organization. The Performance Management System (PMS) here is online. There is no separate name given to the system; it is very user-friendly. The employees have been given training on how to use it.
I can provide you with more details once I have completed my report, which will take a week or two. You can share your email address with me so that I can send you the information.
Regards,
Sajita Nair
From India, Mumbai
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hi...i m also doing project on PMS in a manufacturing company.....and the Performance management system is online.....can i get ur suggestions
From India, Mumbai
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From India, Mumbai
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Hi All,
We are using an electronic performance management system; here are the details:
- The system that we follow is known as LEADR. I can't give you the full name though.
- The system has 5 aspects on which the employees are rated.
- The first aspect is that an employee has to fill in his/her objectives, initiatives, and roles they will play in the organization in the coming year at the start of every year (within the first quarter).
- The second step is to fill in your development goals, such as employees' expectations from the company in terms of the career path (first quarter).
- The third step is then for the supervisor at the end of the second quarter to provide an assessment based on the employee's comments in the first step.
- The fourth step is to organize a conference where everything is discussed openly in front of the direct supervisor and one-on-one, i.e., the supervisor's boss.
- The fifth step is to give ratings, which are given by the direct supervisor and his/her boss.
Based on these ratings, promotions, training, gap analysis, and increments are given to the employees.
We are using SAP for maintaining this. Although ready-made appraisal systems are also available in the market, it is always beneficial to design your own.
If you need to ask anything, please feel free to contact.
Happy reading :)
Archna
From India, Delhi
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115We are using an electronic performance management system; here are the details:
- The system that we follow is known as LEADR. I can't give you the full name though.
- The system has 5 aspects on which the employees are rated.
- The first aspect is that an employee has to fill in his/her objectives, initiatives, and roles they will play in the organization in the coming year at the start of every year (within the first quarter).
- The second step is to fill in your development goals, such as employees' expectations from the company in terms of the career path (first quarter).
- The third step is then for the supervisor at the end of the second quarter to provide an assessment based on the employee's comments in the first step.
- The fourth step is to organize a conference where everything is discussed openly in front of the direct supervisor and one-on-one, i.e., the supervisor's boss.
- The fifth step is to give ratings, which are given by the direct supervisor and his/her boss.
Based on these ratings, promotions, training, gap analysis, and increments are given to the employees.
We are using SAP for maintaining this. Although ready-made appraisal systems are also available in the market, it is always beneficial to design your own.
If you need to ask anything, please feel free to contact.
Happy reading :)
Archna
From India, Delhi
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Performance Management System.doc