Hi to all, Can somebody tell me "How to develop a Performance Management System". also tell is it different when making it for individual and for Organisation. Thanks in advance Manilam
From India, Delhi
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From India, Delhi
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Dear Manilam,
In the recent past, there was a good amount of discussion on this forum on how to design PMS. Please [click here](https://www.citehr.com/259167-pms-workers.html) to refer to my replies. If you wish, I will design the PMS policy for you and conduct training for managers. Please obtain the necessary approval from your management.
In the meanwhile, to make you aware of my training activities, I have attached my Training e-Brochure to this post.
Ok...
Dinesh V Divekar
"Limit of your words is the limit of your world"
From India, Bangalore
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8036In the recent past, there was a good amount of discussion on this forum on how to design PMS. Please [click here](https://www.citehr.com/259167-pms-workers.html) to refer to my replies. If you wish, I will design the PMS policy for you and conduct training for managers. Please obtain the necessary approval from your management.
In the meanwhile, to make you aware of my training activities, I have attached my Training e-Brochure to this post.
Ok...
Dinesh V Divekar
"Limit of your words is the limit of your world"
From India, Bangalore
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Dear Manilam,
You have raised the same post at another location as well. Click here to read my reply.
DVD
From India, Bangalore
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You have raised the same post at another location as well. Click here to read my reply.
DVD
From India, Bangalore
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Dear Dinesh,
I am writing to confirm if you provide training in Chandigarh. We are a Pharmaceutical KPO and are keen to start soft skill training programs in our company. If yes, please contact me at jyoti.sethi@heronhealth.com.
Thanks.
From India, Delhi
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I am writing to confirm if you provide training in Chandigarh. We are a Pharmaceutical KPO and are keen to start soft skill training programs in our company. If yes, please contact me at jyoti.sethi@heronhealth.com.
Thanks.
From India, Delhi
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Manilam, please use the Balanced Scorecard to construct your system. Briefly, the performance measures (key metrics) must be linked to individual role deliverables. These are usually incorporated into Key Performance Indicators (KPIs). However, to ensure individuals, functions, and leaders are aligned in one direction, the Balanced Scorecard system is utilized.
Please refer to this link: [Balanced scorecard, Indicator, Balance scorecard, Performance management](http://www.visitask.com/balanced-scorecard.asp).
You can call me for a discussion or write to me at [sidb2@alps-india.com](mailto:sidb2@alps-india.com).
Regards, Siddhartha
[Academy of Learning Professionals](http://alps-india.com)
[siddhartha-bhattacharjee/blogspot.com](http://siddhartha-bhattacharjee/blogspot.com/)
From India, Pune
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Please refer to this link: [Balanced scorecard, Indicator, Balance scorecard, Performance management](http://www.visitask.com/balanced-scorecard.asp).
You can call me for a discussion or write to me at [sidb2@alps-india.com](mailto:sidb2@alps-india.com).
Regards, Siddhartha
[Academy of Learning Professionals](http://alps-india.com)
[siddhartha-bhattacharjee/blogspot.com](http://siddhartha-bhattacharjee/blogspot.com/)
From India, Pune
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Hi,
It is good for us. Performance management can focus on the performance of an organization, department, employee, or even the processes to build a product, service, as well as many other areas.
Regards,
Data Recovery Software
[Data Recovery software recover deleted windows partition hard disk files pen drive digital Pictures](http://www.datadoctor.biz)
From India, Delhi
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It is good for us. Performance management can focus on the performance of an organization, department, employee, or even the processes to build a product, service, as well as many other areas.
Regards,
Data Recovery Software
[Data Recovery software recover deleted windows partition hard disk files pen drive digital Pictures](http://www.datadoctor.biz)
From India, Delhi
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Hi!
For all your policy needs/requirements, please visit my site: EMILLA CONSULTING - Home
Best regards,
Ed Llarena, Jr. Managing Partner Emilla Consulting
From Philippines, Parañaque
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For all your policy needs/requirements, please visit my site: EMILLA CONSULTING - Home
Best regards,
Ed Llarena, Jr. Managing Partner Emilla Consulting
From Philippines, Parañaque
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Hi,
A performance management system gives business leaders a way to tie project selection and employee assessment to core processes and key metrics. By ensuring that everyone is clear about the company's goals and that decisions are made based on those goals, managers can create a culture of accountability and optimize business results.
Regards,
HR Expert
From India, Ahmadabad
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A performance management system gives business leaders a way to tie project selection and employee assessment to core processes and key metrics. By ensuring that everyone is clear about the company's goals and that decisions are made based on those goals, managers can create a culture of accountability and optimize business results.
Regards,
HR Expert
From India, Ahmadabad
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Hi Ed,
I've been following your posts lately, and it seems that you're so well-versed in all facets of HR Management/Development. I just want to ask for your advice on Competency Dictionary. I'm making a competency dictionary to be used for our career development, and I'm not sure how many proficiency levels I should use. Is there an ideal number of proficiency levels in creating a competency dictionary? I've noticed that there are 5 levels in some and 4 in others. I am planning to use 5 levels for technical competencies and 4 levels for behavioral competencies. Will this be valid? Should I consider the bell curve issues here? I would appreciate any advice you can give.
Thanks in advance.
Paolo
+966541973422
From Philippines, Makati
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I've been following your posts lately, and it seems that you're so well-versed in all facets of HR Management/Development. I just want to ask for your advice on Competency Dictionary. I'm making a competency dictionary to be used for our career development, and I'm not sure how many proficiency levels I should use. Is there an ideal number of proficiency levels in creating a competency dictionary? I've noticed that there are 5 levels in some and 4 in others. I am planning to use 5 levels for technical competencies and 4 levels for behavioral competencies. Will this be valid? Should I consider the bell curve issues here? I would appreciate any advice you can give.
Thanks in advance.
Paolo
+966541973422
From Philippines, Makati
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Paolo,
Hi! In the use of HR systems, it is always best to follow the general norm so your internal system will be congruent with others internationally. In the competency dictionary, the standard proficiency level being used is 5. I think this is better than 4 because it is also consistent with the usual rating scale in many PMS. If you use 5 and 4, you may have a problem with their conversion for the overall rating.
I always consider the Bell Curve as a tool in the last stage of the PMS, especially when the company needs to justify the limited quantity that it plans to promote and/or give cash rewards--despite the huge number of outstanding performers in the organization.
Best regards,
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
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Hi! In the use of HR systems, it is always best to follow the general norm so your internal system will be congruent with others internationally. In the competency dictionary, the standard proficiency level being used is 5. I think this is better than 4 because it is also consistent with the usual rating scale in many PMS. If you use 5 and 4, you may have a problem with their conversion for the overall rating.
I always consider the Bell Curve as a tool in the last stage of the PMS, especially when the company needs to justify the limited quantity that it plans to promote and/or give cash rewards--despite the huge number of outstanding performers in the organization.
Best regards,
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
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Hi Ed,
Thank you so much for spending time to answer my question regarding a competency dictionary. I just need assurance that I'm on the right track. I appreciate it a lot. You might have some important reminders to share with me as I work on our competency dictionary. Any input from you is highly valuable and will definitely be observed as I complete this task.
Again, thank you so much in advance. Merry Christmas and a Happy New Year! I miss the Philippines. It's my first Christmas away from family.
Best regards,
Paolo Arao
From Philippines, Makati
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Thank you so much for spending time to answer my question regarding a competency dictionary. I just need assurance that I'm on the right track. I appreciate it a lot. You might have some important reminders to share with me as I work on our competency dictionary. Any input from you is highly valuable and will definitely be observed as I complete this task.
Again, thank you so much in advance. Merry Christmas and a Happy New Year! I miss the Philippines. It's my first Christmas away from family.
Best regards,
Paolo Arao
From Philippines, Makati
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Hi Ed,
I hope you can assist me with this. When conducting job evaluations, we assign weight values to position requirements/criteria. Sometimes the scales are 3, and other times they are 4. Is it possible that a single competency, whether behavioral or technical, may have only 3 levels, 5 levels, or 6 levels, etc.? Do I really need to define 5 levels with behavioral indicators for each competency (both behavioral and technical)?
I would appreciate it if you could provide some clarity on this.
Regards,
Paolo Arao
From Philippines, Makati
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I hope you can assist me with this. When conducting job evaluations, we assign weight values to position requirements/criteria. Sometimes the scales are 3, and other times they are 4. Is it possible that a single competency, whether behavioral or technical, may have only 3 levels, 5 levels, or 6 levels, etc.? Do I really need to define 5 levels with behavioral indicators for each competency (both behavioral and technical)?
I would appreciate it if you could provide some clarity on this.
Regards,
Paolo Arao
From Philippines, Makati
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Hi!
Job evaluation factors are completely different from competency proficiency levels. JE factors used and their points equivalent depend on the type of JE methodology being utilized. Hence, when using the HayGroup Profile method, jobs are evaluated based on the factors: Knowhow, Problem Solving, and Accountability. The equivalent points are determined by the chart displaying these factors.
Competency proficiency levels are essentially "degrees" assigned to each category to indicate differences between them. The choice between using 3, 4, or 5 degrees depends on the individual creating the framework. However, as mentioned earlier, it is advisable to maintain consistency in the number of degrees or proficiency levels, irrespective of the type of competency being assessed, whether behavioral or not.
From Philippines, Parañaque
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Job evaluation factors are completely different from competency proficiency levels. JE factors used and their points equivalent depend on the type of JE methodology being utilized. Hence, when using the HayGroup Profile method, jobs are evaluated based on the factors: Knowhow, Problem Solving, and Accountability. The equivalent points are determined by the chart displaying these factors.
Competency proficiency levels are essentially "degrees" assigned to each category to indicate differences between them. The choice between using 3, 4, or 5 degrees depends on the individual creating the framework. However, as mentioned earlier, it is advisable to maintain consistency in the number of degrees or proficiency levels, irrespective of the type of competency being assessed, whether behavioral or not.
From Philippines, Parañaque
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Hi I read some ideals about this topic. I do not agree about them at all. If you want more materials, you can find out some articles at sidebar. Rgs
From Vietnam, Phú Tho
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From Vietnam, Phú Tho
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I found that there are good doc file related to this topic, you can search citehr box with keywords related and doc file. Please use search box at the top of site to find this question. Rgs
From Vietnam, Phú Tho
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From Vietnam, Phú Tho
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David,
You said in your earlier comment that: "I read some ideas about this topic. I do not agree with them at all."
It would be interesting to hear your ideas on this topic. Simply saying that you don't agree is not a substantive input where members can react and get the views of others. Open discussion is the only way by which we can present, argue, and exchange ideas on this topic. This way, we can continuously improve knowledge on the subject matter at hand.
Best regards from the beautiful city of Riyadh, KSA.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
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You said in your earlier comment that: "I read some ideas about this topic. I do not agree with them at all."
It would be interesting to hear your ideas on this topic. Simply saying that you don't agree is not a substantive input where members can react and get the views of others. Open discussion is the only way by which we can present, argue, and exchange ideas on this topic. This way, we can continuously improve knowledge on the subject matter at hand.
Best regards from the beautiful city of Riyadh, KSA.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Performance Management System.doc