Hi!
I agree with the above conceptual framework on Performance Management. That's why our PMS is an integrated system with five (5) critical parts, namely: Performance Planning, Performance Review/ Assessment, Performance Conference and Feedback, Improvement & Development Planning, and Recognition, Rewards, or Sanction.
But the frequency and timing of the conduct of appraisals is always dependent on two critical factors, namely: Size of the organization, and the Size of the HR Department. When a company is quite big, and HR is only composed of the HR Manager and a couple of junior staff, conducting more than one appraisal in a given year is nearly impossible.
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla International Consulting Services
Tel:
I agree with the above conceptual framework on Performance Management. That's why our PMS is an integrated system with five (5) critical parts, namely: Performance Planning, Performance Review/ Assessment, Performance Conference and Feedback, Improvement & Development Planning, and Recognition, Rewards, or Sanction.
But the frequency and timing of the conduct of appraisals is always dependent on two critical factors, namely: Size of the organization, and the Size of the HR Department. When a company is quite big, and HR is only composed of the HR Manager and a couple of junior staff, conducting more than one appraisal in a given year is nearly impossible.
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla International Consulting Services
Tel: