Hi, Seeking feedback of HR/business professionals on my write up on Performance Management System. Thanks, Naved.
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Hi Llarena, you'll find a download button right below my previous message seeking feedback. It's in a Word document that you need to download for reading.
Looking forward to your valuable feedback on this.
Thanks,
Naved F Iqbal
Management Trainee - Human Resources/Organizational Development
UNOCAL BANGLADESH
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Looking forward to your valuable feedback on this.
Thanks,
Naved F Iqbal
Management Trainee - Human Resources/Organizational Development
UNOCAL BANGLADESH
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Hi Naved, It's a pretty good write-up on the PMS. I suggest that you further add on the following issues:
1. Historical data or brief data on how PMS has evolved over the years in corporate and non-corporate sectors with a focus on the trend.
2. Different types/methods of performance appraisals and their pros and cons.
3. PMS in the future: Your vision on how it should shape up over the years.
Cheerio,
Rajat
From India, Pune
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1081. Historical data or brief data on how PMS has evolved over the years in corporate and non-corporate sectors with a focus on the trend.
2. Different types/methods of performance appraisals and their pros and cons.
3. PMS in the future: Your vision on how it should shape up over the years.
Cheerio,
Rajat
From India, Pune
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Hi Naved, I read your write-up, and it was very well-written. However, what you have is merely a concept. Your idea is pretty much the same as our own PMS. I recommend visiting HR-TOOLS (http://finance.groups.yahoo.com/group/hr-tools). We have discussed it there in detail.
You don't have the tool yet. You need a good form that can translate your concept into a user-friendly system that can be applied in any corporate setting. Additionally, you need a policy that will govern your system and provide both raters and ratees the terms and references for its use. Without a policy, it will be difficult to know whether good performance under the system will translate into promotion or not, or whether bad performance will mean demotion or dismissal.
Best wishes and good luck.
Regards, Ed Llarena, Jr. Managing Partner Emilla Consulting
From Philippines, Parañaque
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You don't have the tool yet. You need a good form that can translate your concept into a user-friendly system that can be applied in any corporate setting. Additionally, you need a policy that will govern your system and provide both raters and ratees the terms and references for its use. Without a policy, it will be difficult to know whether good performance under the system will translate into promotion or not, or whether bad performance will mean demotion or dismissal.
Best wishes and good luck.
Regards, Ed Llarena, Jr. Managing Partner Emilla Consulting
From Philippines, Parañaque
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Performance Management System.doc