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 and so they may consider my suggestion for implementation. Please give me some inputs.

From India, Mumbai
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
Dear friend,

Instituting Performance Management System (PMS) is 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 reply to this post. Click the following link to refer the reply:

Though the heading of the heading is for IT companies, the reply is applicable to all the type 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 of format of the KPI and KRA Manual, then 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 these will give you idea the format, structure and design of the manual.

Videos on PMS: - To clarify on PMS, I have uploaded the following videos:

For further doubts, feel free to contact me.


Dinesh Divekar

From India, Bangalore
To have meaningful PMS it is necessary to maintain 'Incident diary'. It is where records of important contributions / pitfalls vis-a-vis the KRA / KPI are jotted by both, assessee and senior.
At time of review, quarterly or otherwise, these records are useful for org to improve performance of employee and and in turn improve performance of the org in true sense.

From India, Mumbai
Dear Shrikant,
Your post or reply represents common misconception about PMS amongst HR fraternity. Incident Diary (ID) is part of Performance Appraisal (PA) whereas PA itself is Performance Management System (PMS).
PMS is far more comprehensive. Meaningfulness of PMS lies in not just maintaining ID but its aim at measurement of business performance. Incidents in ID will get recorded with respect to behavioural attributes. But then what if management does not measure something that deserves to be measured? PMS in true sense demand measures that uncover hidden costs.
Individual performance is part of PMS. Recruit policies, training policies or manpower planning is derived from PMS.
Dinesh Divekar

From India, Bangalore
Hi All,
I am looking to prepare a PPT for Performance Management Training for Team Lead's and above. If anyone has an idea on the above topic kindly help me. thanks in Advance.
N. Chandra Sekhar Reddy.

From India, Chennai
I am running a nursing college as well as a school and 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
whether you are having nursing school and nursing staff or school other than for nursing? To know the parameters what are the parameters for a nurse? hopefully you might have drafted the the nursing college, school and skill institute are separate then the grade of the performance differs from each others..
From India, Arcot

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