Hi All !
I am attaching my article on Performance Management System which will reflect its true purpose and objective. This is my first attempt as an MBA student specialising in HRM. Hope you all read it and give me remarks. They will be appreciated!
Cheers to all!
Gunjan[/b]
From India, Mumbai
4I am attaching my article on Performance Management System which will reflect its true purpose and objective. This is my first attempt as an MBA student specialising in HRM. Hope you all read it and give me remarks. They will be appreciated!
Cheers to all!
Gunjan[/b]
From India, Mumbai
Hi Gunjan,
It's a brilliant & concise write up on PMS...
Do you really believe Me Birla's statement that STAYERS are equally important?...as the trend goes it's stayers have to perform well in comparison with Stars less their jobs would be at stake. I forsee this trend in coming era..
Secondly would you apprise us on following issue-
* Should pay/salary rise be linked to PMS
* Grievance handling process esp for those who feel rated lower than their expected..
* In the above PMS - what is the role of HR in the organizations where you have conducted survey..do they actively participate in the process?..
* What you forsee in PMS twenty years hence from now?.
Reading this article..a thought flashed in my mind as what was the system of PMS say 100 or 1000 years ago ? hmm...maybe Kautilaya had something interesting on this?
Anyway a good job done!!
Cheerio
Rajat
From India, Pune
It's a brilliant & concise write up on PMS...
Do you really believe Me Birla's statement that STAYERS are equally important?...as the trend goes it's stayers have to perform well in comparison with Stars less their jobs would be at stake. I forsee this trend in coming era..
Secondly would you apprise us on following issue-
* Should pay/salary rise be linked to PMS
* Grievance handling process esp for those who feel rated lower than their expected..
* In the above PMS - what is the role of HR in the organizations where you have conducted survey..do they actively participate in the process?..
* What you forsee in PMS twenty years hence from now?.
Reading this article..a thought flashed in my mind as what was the system of PMS say 100 or 1000 years ago ? hmm...maybe Kautilaya had something interesting on this?
Anyway a good job done!!
Cheerio
Rajat
From India, Pune
Hi Alok!
Thanx a lot for that remark. I really appreciate it. Can u tell me about your co. and your profile. I am an MBA student and my placement season will start around end of this yr. I am interested in a Consultancy Co. like PWC. What do u think is the right kind of a co. to start up for a fresher so that Learning can be maximum. Plz advice.
Cheers
Take care
Gunjan
From India, Mumbai
Thanx a lot for that remark. I really appreciate it. Can u tell me about your co. and your profile. I am an MBA student and my placement season will start around end of this yr. I am interested in a Consultancy Co. like PWC. What do u think is the right kind of a co. to start up for a fresher so that Learning can be maximum. Plz advice.
Cheers
Take care
Gunjan
From India, Mumbai
Hi Rajat!
Thanx a lot for ur remarks. As a fresher, I really wanted that.
Anyways, I feel that one major part of salary is fixed at his grade. The variable component should be linked to performance and potential as the employee will be motivated to increase his/her efforts. A co. should always strive to cut the tail so that the employee doesn,t fall back on his last performance.
Ya, but the rate of increaments can be different for dff. grades i.e. as they go up the value chain, the variable component % can increase gradually as higher level employees are more into strategic and planning processes.
Grievance handling could be an option in case the employee is absolutely demotivated. More than that good guidance, ongoing counselling, clear explanations of expectations of superior from subordinate and subordinate's KRAs should be in place so that the employee is motivated enough to not to give a low performance. Though in PWC there is a grievance handling process where the empoyee can clain his dissatisfaction with his ratings.
Role of HR is very important. Forms are to be designed by them or by outsourcing it. I feel they should also be present during counselling by higher authorities. They may be the ones who train officers of various functionalities on how to guide , rate and counsel emloyees.
I am not experienced enough, infact not at all to answer ur last ques. But I feel that PMS should not be considered as just a form-filling ritual. Its overall purpose is to motivate all employees to achieve the Business plan and not as a means to get increaments/Variable Pay.
I hope u will agree to my view pts. Can u advice me as to what all an HR person needs to know and acquire. What kind of a co. I should join as a fresher. I am eyeing on PWC.
Thanx a lot again
Cheers
Gunjan
From India, Mumbai
Thanx a lot for ur remarks. As a fresher, I really wanted that.
Anyways, I feel that one major part of salary is fixed at his grade. The variable component should be linked to performance and potential as the employee will be motivated to increase his/her efforts. A co. should always strive to cut the tail so that the employee doesn,t fall back on his last performance.
Ya, but the rate of increaments can be different for dff. grades i.e. as they go up the value chain, the variable component % can increase gradually as higher level employees are more into strategic and planning processes.
Grievance handling could be an option in case the employee is absolutely demotivated. More than that good guidance, ongoing counselling, clear explanations of expectations of superior from subordinate and subordinate's KRAs should be in place so that the employee is motivated enough to not to give a low performance. Though in PWC there is a grievance handling process where the empoyee can clain his dissatisfaction with his ratings.
Role of HR is very important. Forms are to be designed by them or by outsourcing it. I feel they should also be present during counselling by higher authorities. They may be the ones who train officers of various functionalities on how to guide , rate and counsel emloyees.
I am not experienced enough, infact not at all to answer ur last ques. But I feel that PMS should not be considered as just a form-filling ritual. Its overall purpose is to motivate all employees to achieve the Business plan and not as a means to get increaments/Variable Pay.
I hope u will agree to my view pts. Can u advice me as to what all an HR person needs to know and acquire. What kind of a co. I should join as a fresher. I am eyeing on PWC.
Thanx a lot again
Cheers
Gunjan
From India, Mumbai
hi all
i am about to finish my mba in hr. we'vr had intense discussions and ample articles and cases on this topic. here are the answers as i see it. i hope it will prove useful to u....
i agree with the ststement of birla. but i am a bit inclined towards this guy.
the trusth is that average or "stayers" as they are called are the susutainance.... but if fresh and BETTER talent comes in then their jobs are at stake. hence i agree that some changes will come about. but there is a limit to it.. how many times can the world record in olympics be broken and specially by how much margin :)
i would suggest that pay not be linked in the first few years of its implementation. only when the employees are sure that the process is transparent and also for trheir development can they trust it. then depending on the culture further steps can be taken.
grievence handling doesnot require a special cell or unit. if the process is transparentr than it is sufficiant for the raters to directly talk to the grievancee..
From India, Ghaziabad
i am about to finish my mba in hr. we'vr had intense discussions and ample articles and cases on this topic. here are the answers as i see it. i hope it will prove useful to u....
i agree with the ststement of birla. but i am a bit inclined towards this guy.
the trusth is that average or "stayers" as they are called are the susutainance.... but if fresh and BETTER talent comes in then their jobs are at stake. hence i agree that some changes will come about. but there is a limit to it.. how many times can the world record in olympics be broken and specially by how much margin :)
i would suggest that pay not be linked in the first few years of its implementation. only when the employees are sure that the process is transparent and also for trheir development can they trust it. then depending on the culture further steps can be taken.
grievence handling doesnot require a special cell or unit. if the process is transparentr than it is sufficiant for the raters to directly talk to the grievancee..
From India, Ghaziabad
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Performance Management System.doc