Dear Members,
Iam Working with a Consumer Electronics Company In India, Have the responsibilty Work on the existing Performance Management manual and Performance management System, Does not have Enough Exp as Iam a fresher..
can Any one help me with the PMS BOOKLET Preparation, Contents etc
or you can send me a copy of the Instruction manual
or Performance management system Implementatiuon Guidelines
I Also need to Update the existing Performance Appraisal Form,
It will be of Great help for me if you can sent me the Copy of the same
Eagerly Wating for your help

From India, Chicalim
Hi Abhishek,
The PMS is not available readymade for any industry. You may have to develop it by taking into various factors like the type of industry, the size of manpower, job descriptions of employees, purpose of PMS, skill sets of employees and hierarchical structure etc. If you require a format it is available on all HR related sites and various books which you can buy off the shelf. But don't copy from them simply as Performance Appraisal forms and systems are different from industry to industry. Unfortunately and more sadly, these forms/formats are being used indiscriminately without going into the analysis of jobs and the kind of manpower exist in an industry thereby the very purpose of PMS remains defeated. As a result, the whole PMS was made into a ritual in some organizations. Please do not attempt to do that!

From India, Hyderabad
Abhishek, they are words of wisdom from PRADEEP. There are many types of appraisal forms, and whichever one you choose, it will need to match your performance management system. And there are many types of performance management systems.

To implement a well-functioning system, some of the things you and the executive team will need to consider are:

-What is the purpose of the performance management system?

-How will you know that you have achieved your purpose?

-Will the system appraise goals and objectives, behaviors, or both?

-How will you appraise performance: manager appraisal, multi-rater feedback, objective measures or manager staffing reviews, or a combination?

-How will you reward good performance/exceptional performance?

-How will you fund rewards?

-How will you handle disagreements between appraiser and employee?

-Will the appraisal cycle be based on the business cycle or employee anniversary date?

A sobering thought is that something like 70 percent of implemented performance management systems are either ineffective or counter-productive (that is, they lead to reduced morale). There is no single right answer to what is the best system for your organization, and whatever system you choose to design and implement should be a system that you are comfortable with and that has the support of the executive team and employees.

You can find out more about performance management systems at

Vicki Heath

Human Resources Software and Resources

From Australia, Melbourne
Dear Pradeep & Vicki Heath,
Thankyou for yours quick reply.
We definitely have a PMS, Forms and the guideline, Iam not planing a Copy Paste.
The Only thing I want is to compare ours (that we think is the best in the industry) with others and carry out the good points or practises from others, seeing if its suitable for our industry.
Yours suggestions is enriching hope to see replies like these in future too
Would be wating for your mail
Mr Vicki Heath if you can give your mail id. want to get a feel of Hr practises in Australia.
Please do mail me at

From India, Chicalim
Dear Abhishek,
I agree with Pradeep.This is one document which will reflect an HR professionalís skills & Knowledge of the HR subject in total. It has to be thoroughly prepared as it will reflect the HR deptís understanding of business environment in which the respective HR dept is operating. The appraisal should cover your entire business in total.
I am enclosing herewith an appraisal form for your understanding which is in generalized form.This can also be used by you but you will have to modify it as per your needs.You may use it as a refrence also. This PMS is more suitable for employees working in staff category as Managers & above are covered under goal based appraisal systems.

From India, Mumbai

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If PMS is seen by your organization as an employee development process (based on competency gap analysis), or as a tool to improve accountability of people, or to align individual goals to organization's objectives, or a tool for managing increments & remuneration, or a contributor to the succession planning process of your organization, or a tool to manage promotions - all these aspects are included in the design & architecture of 'EmpXtrack'. You may do a web search & know how 'EmpXtrack' has helped many organizations in their drive for talent management.
From India, Delhi

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