Dear All, I work in an IT Company and would like to know how can i set up a PMS without software? What steps should be taken? and which method shall be applicable for the same? Kindly guide.
From India
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From India
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Dear Aartri, Govind has just provided the detailed steps needed for the implementation. The implementation steps may vary from organization to organization, and other factors need to be taken into consideration before starting a PMS. You may encounter some resistance from your colleagues and other vertical heads. In my opinion, you should consider seeking external help to accomplish it. Another important aspect to note is that this is a long-term vision; hence, your top management should align with your opinion and offer full support, as there may be instances where thoughts arise to keep it isolated.
Regards,
SK Jain
[Phone Number Removed For Privacy Reasons]
From India, Delhi
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6Regards,
SK Jain
[Phone Number Removed For Privacy Reasons]
From India, Delhi
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Thank you for your advice. I have a rough idea prepared and a vision of how I wish to implement the PMS, keeping all the factors in mind. However, I am now stuck as I need to keep the PMS as simple as possible because it is being implemented for the first time in the company. With that in mind, I have opted for the rating scale method. I have also planned how to prepare the appraisal questionnaire for each category of employee.
Question on Methodology
Now, my question is, should I use the weighted average method along with the rating scale, or should I not? Also, how do I allocate the salary increments based on ratings?
Choosing a Paper-Based PMS
I want to introduce a PMS that would be paper-based as the company's strength is still less than 50; however, it will be expanding very fast. So, there is no point in going for a software-based PMS at the moment.
I hope I have cleared my doubts, and I look forward to getting guidance on the same. Thank you again for your advice.
Regards
From India
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Question on Methodology
Now, my question is, should I use the weighted average method along with the rating scale, or should I not? Also, how do I allocate the salary increments based on ratings?
Choosing a Paper-Based PMS
I want to introduce a PMS that would be paper-based as the company's strength is still less than 50; however, it will be expanding very fast. So, there is no point in going for a software-based PMS at the moment.
I hope I have cleared my doubts, and I look forward to getting guidance on the same. Thank you again for your advice.
Regards
From India
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Performance Management System.doc