Hi All, I’m attaching a ppt on Performance Management System. I dunno whether it has been posted already. If not i think it will be useful. Regards, Sowmya :)
From India, Bangalore
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2From India, Bangalore
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Can any one tell me the difference between peformance appraisal and performance management????? :roll:
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Hi Sowmya,
I am Suma, a member of Cite HR. Could you please help me with information about Performance appraisal, i.e., what is the percentage of salary hike generally followed when an appraisal is done? Are there any minimum and maximum cutoffs? It would be really great if you could email these details to ck.suma@rediffmail.com.
Thanks in Advance,
Suma
From India, Chennai
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I am Suma, a member of Cite HR. Could you please help me with information about Performance appraisal, i.e., what is the percentage of salary hike generally followed when an appraisal is done? Are there any minimum and maximum cutoffs? It would be really great if you could email these details to ck.suma@rediffmail.com.
Thanks in Advance,
Suma
From India, Chennai
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Performance Appraisal System (PAS) and Performance Management System (PMS) are two different systems, but they are inseparable. PAS is a subset of PMS. All the activities that are part of PAS are also part of PMS, but all the activities covered under PMS need not be part of PAS. PMS is related to planning, covering each performance of an employee, evaluation criteria, and other related aspects, whereas PAS is related to evaluation, compiling, and interpreting the scores/results.
Regards,
Sanjeev Sharma
From India, Mumbai
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Regards,
Sanjeev Sharma
From India, Mumbai
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Hello Sowmya,
It's really a very nice presentation. Keep posting!
Performance appraisal is one of the attributes of Performance Management. An appraisal can be considered as the review of an individual's performance for a specified period of time. On the other hand, Performance Management is about maintaining and improving performance throughout.
Regards,
Elamurugu
From India, Madras
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It's really a very nice presentation. Keep posting!
Performance appraisal is one of the attributes of Performance Management. An appraisal can be considered as the review of an individual's performance for a specified period of time. On the other hand, Performance Management is about maintaining and improving performance throughout.
Regards,
Elamurugu
From India, Madras
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Hi Soumya, A real neat presentation. It is very conscise and cear about the process, method, people and the roles and relationship that they have to play. Very helpful. good work. Regards Nad
From India, Mumbai
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From India, Mumbai
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Hi,
Firstly, I think that this forum and website is the most brilliant community in HR, and kudos to the developers.
I am working for an HR consultancy firm, and my first project is for a manufacturing organization. Like any other small Indian manufacturing unit, this one too has plans to expand, but their processes are not in order. They are into automation, designing, building, etc. Their HR department comprises three people who basically take care of everything without any segregation of work. I have to formulate their incentive and profit-sharing plan for the whole technical staff. Any suggestions? Their strength is 50 staff and around 30 workers. Would really appreciate the comments.
Regards,
Ankita
From India, Pune
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Firstly, I think that this forum and website is the most brilliant community in HR, and kudos to the developers.
I am working for an HR consultancy firm, and my first project is for a manufacturing organization. Like any other small Indian manufacturing unit, this one too has plans to expand, but their processes are not in order. They are into automation, designing, building, etc. Their HR department comprises three people who basically take care of everything without any segregation of work. I have to formulate their incentive and profit-sharing plan for the whole technical staff. Any suggestions? Their strength is 50 staff and around 30 workers. Would really appreciate the comments.
Regards,
Ankita
From India, Pune
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Hi friends, I have been regularly browsing this site, but I was not able to find any attachment or any information about the objective type questions on HRD or Labour law which will be useful for the candidates taking competitive exams.
In this issue, I have made a small attempt and gathered 41 questions on Labour law which are attached herewith for the benefit and usage of members. I hope this will be a starting point and can expect a lot of Objective Questions to be posted on this site.
With regards,
Yoganth Murthy
From India, Bangalore
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In this issue, I have made a small attempt and gathered 41 questions on Labour law which are attached herewith for the benefit and usage of members. I hope this will be a starting point and can expect a lot of Objective Questions to be posted on this site.
With regards,
Yoganth Murthy
From India, Bangalore
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Hello all,
Can somebody help me out with the performance management system generally used in the construction industry? I am not asking for any tool or any automated system; I am asking for the manual system which is being executed by the HR. What are the general norms we have to take into consideration, and how are the KRA and KPI designed in the construction industry? Please let me know if somebody has relevant information.
Thanks,
Sarang
From India, Thana
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Can somebody help me out with the performance management system generally used in the construction industry? I am not asking for any tool or any automated system; I am asking for the manual system which is being executed by the HR. What are the general norms we have to take into consideration, and how are the KRA and KPI designed in the construction industry? Please let me know if somebody has relevant information.
Thanks,
Sarang
From India, Thana
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Superb presentation in a simple and understandable manner. The presentation is full of worth. It clearly explains the subject matter regarding the performance management system. Do you have any suggestions to improve the performance management system?
From India, Hyderabad
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From India, Hyderabad
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Hi... Can any one guide me how to prepare performance management system policy for Ngo?
From India, Nagpur
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From India, Nagpur
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Difference Between PMS and PAS
PMS and PAS are part of HR systems, but there is a significant difference between the two.
Assessing Employee Potential and Performance
In HR, to assess the potential and performance of an employee, it needs to be evaluated on a regular basis. This assessment is based not just on compensation, rewards, or increments.
Potential refers to what an employee can contribute to the organization in the future, while performance is what an employee achieved in the previous assessment year.
Role of PMS
So, PMS assesses the potential and performance of employees. Of course, this assessment forms the basis for financial and non-financial aspects.
From India, Hyderabad
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PMS and PAS are part of HR systems, but there is a significant difference between the two.
Assessing Employee Potential and Performance
In HR, to assess the potential and performance of an employee, it needs to be evaluated on a regular basis. This assessment is based not just on compensation, rewards, or increments.
Potential refers to what an employee can contribute to the organization in the future, while performance is what an employee achieved in the previous assessment year.
Role of PMS
So, PMS assesses the potential and performance of employees. Of course, this assessment forms the basis for financial and non-financial aspects.
From India, Hyderabad
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Performance Management System (PMS)
But PMS assesses an employee holistically. Also, PMS will have KRAs, KPIs, and objectives assigned to the particular employee, and these aspects become the basis to assess.
Performance Appraisal System (PAS)
To assess an employee, certain techniques or methods need to be considered. This particular aspect will be handled through PAS, i.e., Performance Appraisal methods; this is not a system as such if spoken of strictly.
So, PAS or Performance Methods are part of the larger system PMS.
From India, Hyderabad
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But PMS assesses an employee holistically. Also, PMS will have KRAs, KPIs, and objectives assigned to the particular employee, and these aspects become the basis to assess.
Performance Appraisal System (PAS)
To assess an employee, certain techniques or methods need to be considered. This particular aspect will be handled through PAS, i.e., Performance Appraisal methods; this is not a system as such if spoken of strictly.
So, PAS or Performance Methods are part of the larger system PMS.
From India, Hyderabad
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Performance Management System.doc