Hope you are clear about the basics of PMS.Just to brief you about the PROCESS OF PMS.
1. Roles & responsibility clearification, Objective Setting.
2. Defining the competency required for the position.
3. Direct Training & development actities to bridge up the skill gap if any.
4. Evaluate the performance of the employee objectivel.
5. Reward the employee Eqitable.
To implement PMS System for the organisation you can follow the following procedure.
1.First of all You need to set company level objective & measure, which you can set through n number of ways. Developing company level Balance scorecard is one way.
2. Then next step you need to develop the KRA OF employee which will be directly contribute to achive the company level objective.
3.You can set the objective for one year but review has to be done quarterly.
4. Provide adequate Training to people.
5. Establish a suitable appraisal system which best suit your organisation.
6. Reward the people based on their performance.
7. You can also have a performance based variable pay which will be directly linked to the performance of the employee.
Briefly the above constitute the How to go ahead with Implementing the PMS System. I would suggest you to conduct a study of PMS System of one or two Pharma Company. Then you can start with your company.AS a freshers its a Mamoth Task for you but with strong will and deddication you can achive it. For details of the PMS if u can make search you will get a lot of material in CITE HR. For any querry feel fre to revert back.
All THE VERY BEST.
Rajat Ku. Naik
3rd October 2007 From India, Mumbai
First of all you need to set the basement for Performance Management system
1.Whether performance incentive is part of the PMS
2.Whether PMS is directly linked to Annual Pay Revision
3.Frequency of appraisal process, yearly/half yearly/quarterly
4.180 degree appraisal or 360 degree feedback
Before finalizing the scope of the process, you need to study its feasibility in the concerned industry vertical ( eg:- certain systems in knowledge sector may not be suitable for manufacturing industry)
You need to collect the corporate objectives, performance plan specific to the management cadre and job descriptions and specifications of each and every role in your organization.
Instead of defining KRA/KPIs of individual employees, it would be more advisable to go for role based KRA/KPIs
List out all KRA/KPIs, designation/level wise for various departments (you may use MS Excel for this).
Once the KRA/KPI gathering phase is over, you can forward the xls sheets to department heads/HR Head/Director for further evaluation
Since this is a very comprehensive and highly sensitive HR process, utmost care should be given and check all aspects before releasing it to employees
So please refer related material in citehr or just google...
Best of luck
11th October 2007 From India, Bangalore