Hi All,
I am working with a reputed garment industry where before me there was no HR department established. I have set up the complete system, and now I am looking forward to developing a PMS system. Could anyone provide me with the formats available for tracking and evaluating performances for HODs, merchandisers, line supervisors, and so on?
I am attaching a format made by me. Please suggest on the same and also forward formats for the evaluation of performance.
Cheers,
From India, Mumbai
Acknowledge(1)
Amend(0)
2I am working with a reputed garment industry where before me there was no HR department established. I have set up the complete system, and now I am looking forward to developing a PMS system. Could anyone provide me with the formats available for tracking and evaluating performances for HODs, merchandisers, line supervisors, and so on?
I am attaching a format made by me. Please suggest on the same and also forward formats for the evaluation of performance.
Cheers,
From India, Mumbai
Acknowledge(1)Amend(0)
There are many formats. The moment you have a subjective element, all kinds of accusations fly. So, insist on:
- Objective
- Quantifiable
- Deliverables that can be replicated
There is no function that cannot be measured. There is no mysticism, no good faith ideas. There is merit, there is capacity, and there are results.
Sanjiv Bosamia
From India, Pune
Acknowledge(0)Amend(0)
- Objective
- Quantifiable
- Deliverables that can be replicated
There is no function that cannot be measured. There is no mysticism, no good faith ideas. There is merit, there is capacity, and there are results.
Sanjiv Bosamia
From India, Pune
Acknowledge(0)Amend(0)
Hi Shah,
Congratulations on setting up an HR department in your company. The effort that must have gone into that is truly commendable.
Regarding the Performance Management System (PMS) aspect, what you have provided is an appraisal form, which is one of the steps in the PMS process. Firstly, you need to establish a clear objective for the PMS. Is it aimed at increasing production, profitability, reducing wastage, decreasing accidents, etc.? Following this, you can focus on quantifiable metrics as suggested in the previous post. Additionally, you should incorporate training, rewards, and recognition programs to complete the PMS cycle. Only then can it be considered a comprehensive PMS; otherwise, it will merely function as a basic appraisal system.
By the way, concerning serial 17 and 18 - appearance, image, and attendance - how will these aspects contribute to improving productivity, profitability, growth, or sales (whatever the goal may be)? Please consider this aspect.
Others are welcome to share their comments.
Regards
From India, Hyderabad
Acknowledge(0)Amend(0)
Congratulations on setting up an HR department in your company. The effort that must have gone into that is truly commendable.
Regarding the Performance Management System (PMS) aspect, what you have provided is an appraisal form, which is one of the steps in the PMS process. Firstly, you need to establish a clear objective for the PMS. Is it aimed at increasing production, profitability, reducing wastage, decreasing accidents, etc.? Following this, you can focus on quantifiable metrics as suggested in the previous post. Additionally, you should incorporate training, rewards, and recognition programs to complete the PMS cycle. Only then can it be considered a comprehensive PMS; otherwise, it will merely function as a basic appraisal system.
By the way, concerning serial 17 and 18 - appearance, image, and attendance - how will these aspects contribute to improving productivity, profitability, growth, or sales (whatever the goal may be)? Please consider this aspect.
Others are welcome to share their comments.
Regards
From India, Hyderabad
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Performance Management System.doc