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Dear Rukmi,

A good performance management system should capture the descriptors of key deliverables and actual performance against the same. The measurement should be as precise as possible expressed in the context of measurement unit (eg No. of people hired, Turn-Around-Time, Market Share %, etc. and time. )

The system should bring out the nuances and differentiations in actual performance, processes and competencies used.

The output of PMS should be linkable with the Salary Rewards, Talent Management and Learning & Development Systems.

There are many ready-to-use models on available on the internet/HR sites.

It appears from your post that your management would need something relevant for the start up nature of the Company, which may require some contextualization

Please feel free to connect with me on +91 9820307019/email:

My venture, Earth & Stars provides Human Capital and Organization Development services to organization with focus on growth companies as preferred customer segment.


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Dear Ed Llarena I’m new to my HR role so would like to gather some idea. Can you plz provide a "ONE PAGER MATRIX" form. Best Regards Sks
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