NeelamB2014
3

We are planning to implement PMS for a small IT company of around 100 employees. The role and job deliverables for every employee is different, so setting a KRA/KPI is very difficult. Under such circumstances can you please guide me with a way how PMS can be conducted. Also we are looking just at 180 degree appraisal cycle.
From India, Mumbai
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Dinesh Divekar
Business Mentor, Consultant And Trainer
Kirti Bhagwat
Hr Executive
Kritarth Consulting
Posh Programs; Hr Management Consultants
Consultme
Agile Solutionist
Ritu Dass
Hr Manager
Urvashi Nitharia
Sr. Hr Executive
+4 Others

Dinesh Divekar
7711

Dear Neelam,

To implement PMS, it requires tremendous support from the management. Do you have buy-in from management? If not, then first obtain it. Secondly, designing KPIs or KRAs is not at all difficult task. One should have worked in a company where such practices are followed.

PMS is to measure the business performance. To measure business performance, we need to measure performance of each department. To measure performance of each department, we need to identify the direct and indirect costs of each department. KPIs are to be designed on costs. The other parameters to design the costs are quality, quantity, customer satisfaction, accuracy, timeliness etc.

Be it noted that sound PMS depends on what you measure and not on the software that you use. Companies do measure the performance but then they may not measure what deserves to be measured. Recently I helped one of the members of this forum to design the KPIs for Event Manager. If you wish to have look at that post, then you may click the following link:

https://www.citehr.com/511712-kpi-kr...ml#post2190644

I have been giving my replies on this subject time and again. You may refer the following links to refer my past posts:

<link outdated-removed>

https://www.citehr.com/500549-format...ml#post2165577

#post2152684

https://www.citehr.com/498440-how-ca...ml#post2160264

Old: -

https://www.citehr.com/490150-job-de...ml#post2140544

I recommend you going through each reply patiently and clarify yourself about PMS.

I provide consulting services to establish PMS. If you wish to hire my services on PMS consulting, I will help you in bringing the sea change. I will study systems and processes of each department deeply and design unique measures. You may talk to your management about availing of my services. If you wish to know more about my consulting services then you may click here to check the presentation.

Thanks,

Dinesh Divekar

+91-9900155394

From India, Bangalore
Kritarth Consulting
200

- - - Dear Ms Neelam

- - - Your Query: - "We are planning to implement PMS for a small IT company of around 100 employees. The role and job deliverable s for every employee is different, so setting a KRA/KPI is very difficult. Under such circumstances can you please guide me with a way how PMS can be conducted. Also we are looking just at 180 degree appraisal cycle.

- - - Position:- Difficult is Nothing. PMS no longer is a Nice-to-Do Act. In reality, High Performance Employees crave for Impartial Feedback/Appraisal so that they Evolve as Achiever/Better-than-Before. Also, it is expedient for Management of Performance to ascertain, regularly, whether Employee are Doing the Work allotted to them or Doing something or anything entirely different.

Develop a Sound PMS. Incorporate 360% Appraisal and begin with Select Seniors to extend it to all on Roll. Keep Reliable Record of Appraisal - by Rater as well as the Reviewer with Ratee's Noting.. Let the Journey of thousand Miles begin with a Baby-Step. Practice Now, Perfection will follow.

You are Welcome to seek clarifications.

Kritarth Team

From India, Delhi
AbiramiJagadesh
Dear Seniors ,
Greetings !
I recently joined in a mid -level IT firm and I am assigned to develop PMS to streamline the appraisal process. We have 60+ employees and now we feel appropriate to quantify the performance of employees . Please help me with the parameters I can use or Do I need to frame KRA for each department ? . If so kindly suggest on the generic parameters I can use and how it is being calculated in monthly performance report .
Thanks.

From India, Chennai
Manasa , hr@icstechservices.com
2

Hello Everyone, Can anyone tell me how could be the review system for IT companies?
We do have review format I feel it's an outdated format . I sincerely ask you guys to share the format if it is available.
Thank you

From India, Hyderabad
Kirti Bhagwat
1

Hi, Good Noon to all Readers !!!!
I am working as HR Executive in IT industry .
We do not have any PMS system here .
Now i want to establish PMS system in my firm .so i need your valuable suggestion before working on it so i can go in right direction.
What needs to be done to set proper system .

From India, Jalalpur
Anonymous
Greetings.
I am currently working as HR executive(Recruitment). I want to apply for a job for senior level. Therefore, I need to know some actual & effective PMS techniques used in corporate. Request you to help me out.
Regards,
Sonia

From India, Delhi
Ritu Dass
I am Ritika and I need to formulate KPI (Key performance indicator) and KRA (Key responsibility area) for IT Deptt (App Developers). Please help me formulate this.
From India, Delhi
Urvashi Nitharia
Greetings to all, Can any one please share the appraisal review format for HR and Accounts employee. Required the same for yearly financial appraisal. Regards Urvashi Nitharia
From India, Jalalpur
Raj Deepti
Dear All,
Greetings!!
I am working for a software company and at this stage i am required to design KPI's for software engineers across all levels. And all departments as well.
Pls can you all help me.
Greatly appreciate it.
Thank you.

From India, Bangalore

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