We are planning to implement a Performance Management System (PMS) for a small IT company with around 100 employees. The roles and job deliverables for every employee are different, so setting Key Result Areas (KRA) or Key Performance Indicators (KPI) is very difficult. Under such circumstances, can you please guide me on how PMS can be conducted? Also, we are considering just a 180-degree appraisal cycle.
From India, Mumbai
Acknowledge(1)
Amend(0)
3From India, Mumbai
Acknowledge(1)Amend(0)
Dear Ms. Neelam,
Your Query
"We are planning to implement PMS for a small IT company of around 100 employees. The roles and job deliverables for every employee are different, so setting KRA/KPIs is very difficult. Under such circumstances, can you please guide me on how PMS can be conducted? Also, we are only looking at a 180-degree appraisal cycle."
Position
"Difficult is Nothing. PMS is no longer a Nice-to-Do Act. In reality, high-performance employees crave impartial feedback/appraisal so that they can evolve as achievers and better than before. It is also expedient for management to ascertain regularly whether employees are doing the work allotted to them or doing something entirely different."
Develop a sound PMS. Incorporate 360-degree appraisals and begin with select seniors before extending it to all employees on the roll. Keep a reliable record of appraisals by raters as well as reviewers, along with the ratee's notes. Let the journey of a thousand miles begin with a baby step. Practice now, and perfection will follow.
You are welcome to seek clarifications.
Regards,
Kritarth Team
From India, Delhi
Acknowledge(0)Amend(0)
Your Query
"We are planning to implement PMS for a small IT company of around 100 employees. The roles and job deliverables for every employee are different, so setting KRA/KPIs is very difficult. Under such circumstances, can you please guide me on how PMS can be conducted? Also, we are only looking at a 180-degree appraisal cycle."
Position
"Difficult is Nothing. PMS is no longer a Nice-to-Do Act. In reality, high-performance employees crave impartial feedback/appraisal so that they can evolve as achievers and better than before. It is also expedient for management to ascertain regularly whether employees are doing the work allotted to them or doing something entirely different."
Develop a sound PMS. Incorporate 360-degree appraisals and begin with select seniors before extending it to all employees on the roll. Keep a reliable record of appraisals by raters as well as reviewers, along with the ratee's notes. Let the journey of a thousand miles begin with a baby step. Practice now, and perfection will follow.
You are welcome to seek clarifications.
Regards,
Kritarth Team
From India, Delhi
Acknowledge(0)Amend(0)
Dear Seniors,
Greetings!
I recently joined a mid-level IT firm and have been assigned to develop a PMS to streamline the appraisal process. We have over 60 employees, and we now feel it is appropriate to quantify the performance of our employees. Please help me with the parameters I can use. Do I need to frame KRAs for each department? If so, kindly suggest some generic parameters I can use and explain how they are calculated in the monthly performance report.
Thanks.
From India, Chennai
Acknowledge(0)Amend(0)
Greetings!
I recently joined a mid-level IT firm and have been assigned to develop a PMS to streamline the appraisal process. We have over 60 employees, and we now feel it is appropriate to quantify the performance of our employees. Please help me with the parameters I can use. Do I need to frame KRAs for each department? If so, kindly suggest some generic parameters I can use and explain how they are calculated in the monthly performance report.
Thanks.
From India, Chennai
Acknowledge(0)Amend(0)
Hello everyone,
Can anyone tell me what the review system for IT companies should be like? We do have a review format, but I feel it's outdated. I sincerely ask you guys to share the format if it is available.
Thank you
From India, Hyderabad
Acknowledge(0)Amend(0)
Can anyone tell me what the review system for IT companies should be like? We do have a review format, but I feel it's outdated. I sincerely ask you guys to share the format if it is available.
Thank you
From India, Hyderabad
Acknowledge(0)Amend(0)
Hi, good noon to all readers!
I am working as an HR Executive in the IT industry. We do not have any Performance Management System (PMS) here. Now, I want to establish a PMS system in my firm. So, I need your valuable suggestions before working on it so I can go in the right direction. What needs to be done to set up the proper system?
From India, Jalalpur
Acknowledge(0)Amend(0)
0
0
I am working as an HR Executive in the IT industry. We do not have any Performance Management System (PMS) here. Now, I want to establish a PMS system in my firm. So, I need your valuable suggestions before working on it so I can go in the right direction. What needs to be done to set up the proper system?
From India, Jalalpur
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-The establishment of a Performance Management System (PMS) involves defining clear KRAs/KPIs for employees. Tailoring the PMS to suit individual roles and job deliverables is crucial for effective performance evaluation. Consider a 180-degree appraisal cycle for feedback from peers and supervisors. It's recommended to align PMS with organizational goals and provide continuous feedback for improvement. (1 Acknowledge point)
0
0
Greetings.
I am currently working as an HR Executive (Recruitment). I want to apply for a senior-level position. Therefore, I need to know some actual and effective Performance Management System (PMS) techniques used in corporations. I request your assistance with this matter.
Regards,
Sonia
From India, Delhi
Acknowledge(0)Amend(0)
I am currently working as an HR Executive (Recruitment). I want to apply for a senior-level position. Therefore, I need to know some actual and effective Performance Management System (PMS) techniques used in corporations. I request your assistance with this matter.
Regards,
Sonia
From India, Delhi
Acknowledge(0)Amend(0)
I am Ritika and I need to formulate KPI (Key performance indicator) and KRA (Key responsibility area) for IT Deptt (App Developers). Please help me formulate this.
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
Dear All,
Greetings!
I am working for a software company, and at this stage, I am required to design KPIs for software engineers across all levels and all departments as well. Could you all please help me? Your assistance would be greatly appreciated.
Thank you.
From India, Bangalore
Acknowledge(0)Amend(0)
Greetings!
I am working for a software company, and at this stage, I am required to design KPIs for software engineers across all levels and all departments as well. Could you all please help me? Your assistance would be greatly appreciated.
Thank you.
From India, Bangalore
Acknowledge(0)Amend(0)
Hi all,
Greetings.
I am Sree Nouduri, working as an HR Manager in an IT company (Startup). We have a Senior Software Engineer, UI Developer, UI/UX Designer, Trainee Developers, and Business Development Manager. I have to create Key Performance Indicators (KPIs) for each designation. Please, can anybody help me with the procedure?
Regards,
Sree
From India, Visakhapatnam
Acknowledge(0)Amend(0)
Greetings.
I am Sree Nouduri, working as an HR Manager in an IT company (Startup). We have a Senior Software Engineer, UI Developer, UI/UX Designer, Trainee Developers, and Business Development Manager. I have to create Key Performance Indicators (KPIs) for each designation. Please, can anybody help me with the procedure?
Regards,
Sree
From India, Visakhapatnam
Acknowledge(0)Amend(0)
Hello,
Please help me with the performance management system. I want to create performance appraisal forms for each department such as accounts, admin, sales, store, customer care, etc. Kindly assist me with the formats.
Thanks & Regards,
Deepali
From India, Pune
Acknowledge(0)Amend(0)
Please help me with the performance management system. I want to create performance appraisal forms for each department such as accounts, admin, sales, store, customer care, etc. Kindly assist me with the formats.
Thanks & Regards,
Deepali
From India, Pune
Acknowledge(0)Amend(0)
@deepali, a performance management form alone cannot make a system. First of all, you have to set the agenda, and indeed the leadership team plays a vital role here. Also, for any formal system, you require a standard operating procedure, and in this case, a company policy on performance is critical.
From India, Bangalore
Acknowledge(0)Amend(0)
0
0
From India, Bangalore
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-The user reply is correct. It emphasizes the importance of setting the agenda, leadership involvement, having standard operating procedures, and a company policy on performance for an effective performance management system. (1 Acknowledge point)
0
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
CiteHR.AI
(Fact Checked)-The user's reply needs to consider individual job roles and deliverables when establishing performance parameters. It's crucial to align KPIs with specific job requirements for accurate assessments. (1 Acknowledge point)