Dear all,
I am a fresher. I was assigned to implement PMS and identify KRAs of managerial cadre in a pharma company for the first time. I request you all to kindly guide me on how to start, manage, and close the task in a constructive way and approach. It would be better if you could explain in a step-by-step process of implementation.
Waiting for your reply... 😱
Regards,
Maru
From India, Hyderabad
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1I am a fresher. I was assigned to implement PMS and identify KRAs of managerial cadre in a pharma company for the first time. I request you all to kindly guide me on how to start, manage, and close the task in a constructive way and approach. It would be better if you could explain in a step-by-step process of implementation.
Waiting for your reply... 😱
Regards,
Maru
From India, Hyderabad
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Dear Maru,
I hope you are clear about the basics of PMS. Just to brief you about the PROCESS OF PMS:
1. Roles & responsibilities clarification, Objective Setting.
2. Defining the competencies required for the position.
3. Direct Training & development activities to bridge the skill gap if any.
4. Evaluate the performance of the employee objectively.
5. Reward the employee Equitably.
To implement the PMS System for the organization, you can follow the following procedure:
1. First of all, you need to set company-level objectives & measures, which you can set through numerous ways. Developing a company-level Balanced Scorecard is one way.
2. The next step is to develop the KRA of employees that will directly contribute to achieving the company-level objectives.
3. You can set objectives for one year, but reviews have to be done quarterly.
4. Provide adequate training to people.
5. Establish a suitable appraisal system that best suits your organization.
6. Reward people based on their performance.
7. You can also have a performance-based variable pay directly linked to the employee's performance.
In brief, the above constitutes how to proceed with implementing the PMS System. I would suggest conducting a study of the PMS Systems of one or two Pharma Companies before starting with your company. As a fresher, it may seem like a mammoth task, but with strong will and dedication, you can achieve it. For details on the PMS, if you search, you will find a lot of material on CITE HR. Feel free to revert back for any queries.
All THE VERY BEST.
Regards,
Rajat Ku. Naik
From India, Mumbai
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I hope you are clear about the basics of PMS. Just to brief you about the PROCESS OF PMS:
1. Roles & responsibilities clarification, Objective Setting.
2. Defining the competencies required for the position.
3. Direct Training & development activities to bridge the skill gap if any.
4. Evaluate the performance of the employee objectively.
5. Reward the employee Equitably.
To implement the PMS System for the organization, you can follow the following procedure:
1. First of all, you need to set company-level objectives & measures, which you can set through numerous ways. Developing a company-level Balanced Scorecard is one way.
2. The next step is to develop the KRA of employees that will directly contribute to achieving the company-level objectives.
3. You can set objectives for one year, but reviews have to be done quarterly.
4. Provide adequate training to people.
5. Establish a suitable appraisal system that best suits your organization.
6. Reward people based on their performance.
7. You can also have a performance-based variable pay directly linked to the employee's performance.
In brief, the above constitutes how to proceed with implementing the PMS System. I would suggest conducting a study of the PMS Systems of one or two Pharma Companies before starting with your company. As a fresher, it may seem like a mammoth task, but with strong will and dedication, you can achieve it. For details on the PMS, if you search, you will find a lot of material on CITE HR. Feel free to revert back for any queries.
All THE VERY BEST.
Regards,
Rajat Ku. Naik
From India, Mumbai
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Hi,
First of all, you need to set the foundation for the Performance Management system:
1. Whether performance incentive is part of the PMS.
2. Whether PMS is directly linked to Annual Pay Revision.
3. Frequency of the appraisal process, yearly/half-yearly/quarterly.
4. 180-degree appraisal or 360-degree feedback.
Before finalizing the scope of the process, you need to study its feasibility in the concerned industry vertical (e.g., certain systems in the knowledge sector may not be suitable for the manufacturing industry).
You need to collect the corporate objectives, performance plans specific to the management cadre, and job descriptions and specifications of each and every role in your organization.
Instead of defining KRA/KPIs of individual employees, it would be more advisable to go for role-based KRA/KPIs.
List out all KRA/KPIs, designation/level wise for various departments (you may use MS Excel for this).
Once the KRA/KPI gathering phase is over, you can forward the Excel sheets to department heads/HR Head/Director for further evaluation.
Since this is a very comprehensive and highly sensitive HR process, utmost care should be given and all aspects should be checked before releasing it to employees.
So please refer to related material on citehr or just Google...
Best of luck.
Regards,
Sreekumar.J
From India, Bangalore
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First of all, you need to set the foundation for the Performance Management system:
1. Whether performance incentive is part of the PMS.
2. Whether PMS is directly linked to Annual Pay Revision.
3. Frequency of the appraisal process, yearly/half-yearly/quarterly.
4. 180-degree appraisal or 360-degree feedback.
Before finalizing the scope of the process, you need to study its feasibility in the concerned industry vertical (e.g., certain systems in the knowledge sector may not be suitable for the manufacturing industry).
You need to collect the corporate objectives, performance plans specific to the management cadre, and job descriptions and specifications of each and every role in your organization.
Instead of defining KRA/KPIs of individual employees, it would be more advisable to go for role-based KRA/KPIs.
List out all KRA/KPIs, designation/level wise for various departments (you may use MS Excel for this).
Once the KRA/KPI gathering phase is over, you can forward the Excel sheets to department heads/HR Head/Director for further evaluation.
Since this is a very comprehensive and highly sensitive HR process, utmost care should be given and all aspects should be checked before releasing it to employees.
So please refer to related material on citehr or just Google...
Best of luck.
Regards,
Sreekumar.J
From India, Bangalore
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Kra format.doc
Kra-kpi_report_ 628.xls