Dinesh Divekar
Business Mentor, Consultant And Trainer
Ed Llarena, Jr.
Owner/ Managing Partner
+7 Others

Hi to all, Can somebody tell me "How to develop a Performance Management System". also tell is it different when making it for individual and for Organisation. Thanks in advance Manilam
5th July 2010 From India, Delhi
Dear Manilam,
In the resent past there was good amount of discussion on this forum on how to design PMS. Please click here to refer my replies.
If you wish I will design the PMS policy for you, conduct the training for managers. Please obtain the necessary approval from your management.
In the meanwhile, to make you aware of my training activities, I have attached my Training e-Brochure to this post.
Ok...
Dinesh V Divekar



Limit of your words is limit of your world
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5th July 2010 From India, Bangalore

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File Type: doc Management and Behavioural Training e-Brochure (Revised).doc (62.5 KB, 294 views)
File Type: doc Training e-Brochure for Senior Management.doc (48.5 KB, 173 views)

Dear Manilam,
You have raised same post at other location also. Click here to read my reply.
DVD
5th July 2010 From India, Bangalore
Dear Dinesh,
I write to confirm if you provide trainings in Chandigarh? We are a Pharmaceutical KPO and are keen to start soft skill training programmes in our company.
If yes, please contact me on
Thanks.
7th July 2010 From India, Delhi
Manilam,
please use Balance Score Card to construct your system. Briefly, the measures of performance (key metrics) must have linkage to individual role deliverables. These are usually built in the KPI. However, for individuals, functions, and leaders to be in one direction, the balance score card system is used.
refer to this link
Balanced scorecard, Indicator, Balance scorecard, Performance management
you cal call me for a discussion or write to me

rgds
siddhartha
Academy of Learning Professionals
http://siddhartha-bhattacharjee/blogspot.com/
7th July 2010 From India, Pune
Hi,
It is good for us. Performance management can focus on the performance of an organization, department, employee or even the processes to build a product, service as well as many other areas.
Regards
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7th July 2010 From India, Delhi
Hi!
For all your policy needs/ requirements, please visit my site: EMILLA CONSULTING - Home
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting

10th July 2010 From Philippines, Parañaque
Hi..
A performance management system gives business leaders a way to tie project selection and employee assessment to core processes and key metrics. By ensuring that everyone is clear about the company's goals and that decisions are made based on those goals, managers can create a culture of accountability and optimize business results.
Regards..
Humresources
14th July 2010 From India, Ahmadabad
Hi Ed, I'v been following your post lately and it seems that your so well-versed in all facets of HR Management/Development. Just want to ask for your advise on Competency Dictionary, Im making a competency dictionary which will be used for our career development and I'm not so sure if how many proficiency level shall I use? Is there an ideal no. of proficiency level in making a competency dictionary? I'v noticed that there are 5 levels and some are 4? Im planning to use 5 levels in technical competencies and 4 levels in behavioral competencies. Will it be valid? Shall I consider the bell-curve issues here? I'll appreciate whatever advise you can give. Thanks in advance.
Paolo
+966541973422
20th December 2010 From Philippines, Makati
Paolo,
Hi! In the use of HR systems, it is always best to follow the general norm so your internal system will be congruent with others internationally. In the compentency dicctionary, the standard proficiency level being used is 5. I think this is better than 4 because it is also consistent with the usual rating scale in many PMS. If you use 5 and 4, you may have a problem with their conversion for the overall rating.
I always condsider the Bell Curve as a tool in the last stage of the PMS, esp when the company needs to justify the limited quantity that it plans to promote and/ or give cash rewards ---- despite the huge number of outstanding performers in the organization.
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting

22nd December 2010 From Philippines, Parañaque
Hi Ed,
Thank you so much for spending time to answer my question regarding competency dictionary. I just need an assurance that I'm on the right track. Appreciate it alot.
You might have some important reminders to share with me as I do our competency dictionary. Any input from you is highly valuable and will definitely be observed as I complete this task.
Again, thank you so much in advance Merry Christmas and a Happy New year! Miss ko na ang pinas. First christmas away from family.
Best regards,
Paolo Arao
26th December 2010 From Philippines, Makati
Hi Ed,
Hope you can help me with this. In doing job evaluation, we put weight value on position requirement/criteria. Sometimes the scales are 3 sometimes 4. Would it be possible that at one competency may it be behavioral or technical required proficiency levels may contain only 3 levels or 5 levels, or 6 levels etc.? Do I really have to define 5 levels with behavioral indicators for each competency (behavioral and technical)?
Hope you can shed some enlighthenment on this.
Regards,
Paolo Arao
3rd January 2011 From Philippines, Makati
hi!
Job Evaluation factors are completely different from competency proficiency levels.
JE factors used and their points equivalent is dependent on the type of JE methodology that one is using.
Hence, when one is using the HayGroup Profile method, jobs are evaluated according to the factors: Knowhow, Problem Solving, and Accountability. The equivalent points are based on the chart where such factors are shown.
Competency proficiency levels are simply "degrees" assigned to each category to signify their differences from each other.
The use of 3 degrees, 4 degrees, or 5 degrees depends on the one creating the dictionary. but as I said earlier, it is easier to use the same number of degrees or proficiency levels, regardless of the tye of competency being used, i.e. whether it is behavioural or not.
4th January 2011 From Philippines, Parañaque
Hi I read some ideals about this topic. I do not agree about them at all. If you want more materials, you can find out some articles at sidebar. Rgs
18th July 2011 From Vietnam, Phú Tho
I found that there are good doc file related to this topic, you can search citehr box with keywords related and doc file. Please use search box at the top of site to find this question. Rgs
22nd July 2011 From Vietnam, Phú Tho
David,
You said in your earlier comment that:
"I read some ideals about this topic. I do not agree about them at all".
It would be interesting to hear your ideas on this topic. Simply saying that you dont agree is not a substantive input where members can react and get the views of others.
Open discussion is the only way by which we can present, argue, and exchange ideas on this topic. This way we can continuously improve knowledge on the subject matter at hand.
Best regards from the beautiful city of Riyadh, KSA.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting

27th July 2011 From Philippines, Parañaque
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