Dinesh Divekar
Business Mentor, Consultant And Trainer
Kritarth Consulting
Spl Educators Posh Programs
Director Of Company
Kirti Bhagwat
Hr Executive
Ritu Dass
Hr Manager
Urvashi Nitharia
Sr. Hr Executive
+4 Others

Thread Started by #NeelamB2014

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.
19th November 2014 From India, Mumbai
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:


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link outdated-removed>




Old: -


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.


Dinesh Divekar

19th November 2014 From India, Bangalore
Visit the 'EmpXtrack' website & have a look at their presentation. Also register for a free trial & get a feel of their PMS platform which has been used by many small IT companies, including their own company. You can always discuss with them how to go about solving the problem of different Goals/ KRAs for employees working in different departments.
You may find this experience educative.
21st November 2014 From India, Delhi
- - - 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
23rd November 2014 From India, Delhi
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 .
26th October 2016 From India, Chennai
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
29th November 2016 From India, Hyderabad
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 .
12th December 2016 From India, Jalalpur
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.
20th December 2016 From India, Delhi
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.
23rd January 2017 From India, Delhi
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
23rd January 2017 From India, Jalalpur
Dear All,
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.
8th February 2017 From India, Bangalore
Hi All
I am Sree Nouduri working as a HR Manager in an IT Company (Startup), we have Sr.Software Engineer,UI Developer, UI/UX Designer,Trainee Developers, BDM, Ihave to create KPA/KPI for each designation.Please anybody can help me with the procedure.
26th July 2017 From India, Visakhapatnam
Please help me with performance management system. I want to make performance apppraisal forms for each department like accounts, admin, sales, store, customer care etc. Please help me with formats.
Thanks & Regards,
29th March 2018 From India, Pune
@deepali A performance management form alone can not make a system. First of all, you have to set the agenda and indeed the leadership team play a vital role, here. Also for any formal system, you require a standard operating procedure and in this case, a company policy on performance is critical.
30th March 2018 From India, Bangalore
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