Dear Friends
This is my second post for CiteHR and I have touched upon one of the most important topic of our times viz., 'Performance Management'. Heightened competition and squeezed margins are driving companies to manage and improve performance. The average Indian worker, blue or white collar, is so used to periodic increments and promotions that a performance linked benefits policy will hit them like a Tsunami. No wonder there will be huge resistance and dilution of performance management purpose.
An implementation approach used by me in consulting and implementation assignments is shared through this article to facilitate the roll out of PMS. It works well with any other implementation methodology used for specific performance management frameworks like balanced scorecard.
I would be happy receive your comments and feedback. I also look forward to address your queries.
Thanking you
N.Balajhi
From India, New Delhi
7This is my second post for CiteHR and I have touched upon one of the most important topic of our times viz., 'Performance Management'. Heightened competition and squeezed margins are driving companies to manage and improve performance. The average Indian worker, blue or white collar, is so used to periodic increments and promotions that a performance linked benefits policy will hit them like a Tsunami. No wonder there will be huge resistance and dilution of performance management purpose.
An implementation approach used by me in consulting and implementation assignments is shared through this article to facilitate the roll out of PMS. It works well with any other implementation methodology used for specific performance management frameworks like balanced scorecard.
I would be happy receive your comments and feedback. I also look forward to address your queries.
Thanking you
N.Balajhi
From India, New Delhi
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Performance Review Form - KDCL for year 2010.xls
Employee Performance.pdf
Maiden Steps for Policy Making.doc