Dinesh DivekarDear member,
On the subject of PMS, I have been giving replies for years together. Click the following links to refer to the following replies:
From India, Bangalore
KK!HRPerformance Management system is one of the key tasks of HR Management, now that you are beginning to introduce one, much careful thought needs to be gone into. It would depend on the comprehensive knowledge of the organisation, its nature, operations, background, levels of personnel, linkage of the PMS with administrative aspects like pay, increment, promotion/ demotion, transfer etc.
Is this going to be your first year of operation or is there any such practice in the organisation?. If yes what is the feedback about it? There is no standard formula of PMS which fits all the categories. You need the services of a consultant for evolving a well thought out and effective PMS.
From India, Mumbai
I have deleted your post. I have copied the part about performance management here without the spam link you included at the bottom of your post.
PLEASE DO NOT POST LINKS COMPLETELY UNRELATED TO HR MATTERS AND THE QUESTION BEING ASKED. THANK YOU.
Here is a step-by-step guide I suggest to implementing performance management for a company with a new HR department and around 25 employees:
1. Establish Goals
Work with senior management to determine the company's key objectives and metrics for assessing performance. Make sure goals align with overall business strategy.
2. Define Review Cycles
Decide on annual or bi-annual review cycle along with more frequent check-ins. Quarterly or monthly may work for small company.
3. Create Review Forms
Develop templates for managers to evaluate employees on critical skills, competencies, goals and overall contributions. Keep it simple yet comprehensive.
4. Set Performance Standards
Establish clear expectations for what constitutes poor, fair, good or excellent performance based on level, role and goals.
5. Communicate Process
Provide training and documentation to managers and employees so everyone understands the review process.
6. Conduct Reviews
Managers complete evaluation forms for each direct report assessing performance and adding comments. Self-evaluations can also be included.
7. Calibrate Ratings
HR reviews and calibrates all ratings across company to ensure consistency and aligns final ratings with compensation outcomes.
8. Develop Plans
Managers create individual development plans based on review to improve employee performance.
9. Track Progress
Follow up regularly on development plans and monitor progress on performance metrics. Refine process as needed.
Let me know if you need any clarification or have additional questions as you implement performance management at your new company. Happy to provide more guidance!
Today From United States, Phoenix
From Australia, Melbourne
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