Factors Affecting the Implementation of PMS
It varies from company to company. PMS depends on the company culture, business model, and the maturity of its HR department, among other factors.
Suddenly, you can't jump to a conclusion just by reading a few materials. It depends on the talent structure:
• What talent base does your company have?
• What are your future plans for the next 3-4 quarters?
• Do you have any retention plans or systems in place?
• What pay structure, perks, and incentive structure do you offer?
• Does your HR department have the necessary backups, resources, and manpower to support the entire PMS process? Is the department ready for the new venture financially, and is it mature enough to start such a new process all of a sudden?
• What performance model will suit your business model and sentiments?
• What modifications or additions do you need to make in the process?
• Do your employees possess any knowledge about PMS? Do they have any literature regarding performance and why it is important? For example, if you use KRA-based PMS appraisal, then your employees should know what KRA is and how it differs from normal responsibilities and duties.
• Is your talent base ready to accept the change in the company culture?
Always remember, no one likes to be appraised by someone else. It's not an easy task; employee sentiments and growth are attached to it. It's very crucial. A single mistake can backfire in a bad way.