Hello all,
I am doing my internship in a pharmaceutical company. I have been asked to design a PMS program for this company. In this company, PMS has not been robust, so they may consider my suggestion for implementation. Please give me some inputs.
From India, Mumbai
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I am doing my internship in a pharmaceutical company. I have been asked to design a PMS program for this company. In this company, PMS has not been robust, so they may consider my suggestion for implementation. Please give me some inputs.
From India, Mumbai
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Dear Friend. What ever format you design or borrow from professionals, I would suggest you to have assessment of performance quarterly to reach accuracy in ones performance. Thanks. Ratan Bhardwaj
From India, Faridabad
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1From India, Faridabad
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Dear friend,
Instituting a Performance Management System (PMS) is a far more serious business. It is not child's play so that it can be assigned to some intern, lest it may do more harm than good. Very often, we get queries on PMS on this forum. I have given a reply to this post. Click the following link to refer to the reply: https://www.citehr.com/577456-formul...ml#post2228293
Though the heading is for IT companies, the reply is applicable to all types of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
Sample KPI and KRA Manual: If you wish to know the structure or format of the KPI and KRA Manual, you may click the following link. The Excel Workbook has multiple sheets. Each sheet has KRAs for various functions. Though these are not related to your industry, overall, they will give you an idea of the format, structure, and design of the manual. https://www.citehr.com/520630-samle-kpi-kra-manual.html
Videos on PMS: To clarify on PMS, I have uploaded the following videos: https://www.youtube.com/watch?v=fTe8Pu6yioo https://www.youtube.com/watch?v=NMEj...s&t=1s
For further doubts, feel free to contact me.
Thanks,
Dinesh Divekar
From India, Bangalore
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Instituting a Performance Management System (PMS) is a far more serious business. It is not child's play so that it can be assigned to some intern, lest it may do more harm than good. Very often, we get queries on PMS on this forum. I have given a reply to this post. Click the following link to refer to the reply: https://www.citehr.com/577456-formul...ml#post2228293
Though the heading is for IT companies, the reply is applicable to all types of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
Sample KPI and KRA Manual: If you wish to know the structure or format of the KPI and KRA Manual, you may click the following link. The Excel Workbook has multiple sheets. Each sheet has KRAs for various functions. Though these are not related to your industry, overall, they will give you an idea of the format, structure, and design of the manual. https://www.citehr.com/520630-samle-kpi-kra-manual.html
Videos on PMS: To clarify on PMS, I have uploaded the following videos: https://www.youtube.com/watch?v=fTe8Pu6yioo https://www.youtube.com/watch?v=NMEj...s&t=1s
For further doubts, feel free to contact me.
Thanks,
Dinesh Divekar
From India, Bangalore
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To have meaningful PMS, it is necessary to maintain an 'Incident diary'. This is where records of important contributions, pitfalls vis-a-vis the KRA/KPI are jotted down by both the assessee and the senior.
At the time of review, whether quarterly or otherwise, these records are useful for the organization to improve the performance of employees and, in turn, improve the overall performance of the organization in a true sense.
From India, Mumbai
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At the time of review, whether quarterly or otherwise, these records are useful for the organization to improve the performance of employees and, in turn, improve the overall performance of the organization in a true sense.
From India, Mumbai
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Dear Shrikant,
Your post or reply represents a common misconception about PMS among the HR fraternity. The Incident Diary (ID) is part of Performance Appraisal (PA), whereas PA itself is a Performance Management System (PMS). PMS is far more comprehensive. The meaningfulness of PMS lies not just in maintaining the ID but in its aim at measuring business performance. Incidents in the ID will get recorded with respect to behavioral attributes. But then, what if management does not measure something that deserves to be measured? PMS, in the true sense, demands measures that uncover hidden costs. Individual performance is a part of PMS. Recruitment policies, training policies, or manpower planning are derived from PMS.
Thanks,
Dinesh Divekar
From India, Bangalore
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Your post or reply represents a common misconception about PMS among the HR fraternity. The Incident Diary (ID) is part of Performance Appraisal (PA), whereas PA itself is a Performance Management System (PMS). PMS is far more comprehensive. The meaningfulness of PMS lies not just in maintaining the ID but in its aim at measuring business performance. Incidents in the ID will get recorded with respect to behavioral attributes. But then, what if management does not measure something that deserves to be measured? PMS, in the true sense, demands measures that uncover hidden costs. Individual performance is a part of PMS. Recruitment policies, training policies, or manpower planning are derived from PMS.
Thanks,
Dinesh Divekar
From India, Bangalore
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Hi All,
I am looking to prepare a PowerPoint presentation for Performance Management Training for Team Leads and above. If anyone has ideas on the above topic, kindly help me. Thanks in advance.
Regards,
N. Chandra Sekhar Reddy.
From India, Chennai
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I am looking to prepare a PowerPoint presentation for Performance Management Training for Team Leads and above. If anyone has ideas on the above topic, kindly help me. Thanks in advance.
Regards,
N. Chandra Sekhar Reddy.
From India, Chennai
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I am running a nursing college, a school, and a skill institute. What can be the best parameters to grade the performance of my employees and teaching staff? Kindly suggest some grading formats.
From India, Kashipur
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From India, Kashipur
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Whether you are attending nursing school and working with nursing staff or in a different school setting not related to nursing, it is important to understand the parameters that define a nurse's role. Hopefully, you have already outlined the necessary skills. It's essential to note that nursing colleges, schools, and skill institutes are distinct entities, leading to variations in performance grades among them.
From India, Arcot
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From India, Arcot
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Performance Management System.doc