Dear Sir,
360 Degree,Balance Score Card,Bell Curve PMS systems are there.Even though so many PMS systems are there.
Employees are searching other person mistake instead of giving best performance.
All PMS systems are not fair.Why employees are searching job due to boss. Why transparency is not there.
Pl...guide. which is the best PMS system.
Thanks,
From India, Vadodara
23360 Degree,Balance Score Card,Bell Curve PMS systems are there.Even though so many PMS systems are there.
Employees are searching other person mistake instead of giving best performance.
All PMS systems are not fair.Why employees are searching job due to boss. Why transparency is not there.
Pl...guide. which is the best PMS system.
Thanks,
From India, Vadodara
Dear Mili,
It appears that you are in confused state of mind. You have sprinkled some information here and there. Please specify what the problem is.
There is nothing like "best" PMS. Whatever you have whether you implement earnestly that matters most. Secondly, do you measure what needs to be measured? Are your measures comprehensive or you are just skimming the surface? Do the measures of performance identify the visible and invisible costs?
Do not get into HR jargon. All that you need to do is to identify the costs associated with each department and start measuring them.
Last but not the least, if after introduction of PMS also if the blame game persists then it goes on to show that your measures were not comprehensive or leadership does not have belief on the measures.
As far as transparency is concerned, how to foster it is leadership's call and not yours. If leadership is interested to sweep under the carpet then PMS will not work, whether "best" or otherwise.
Thanks,
Dinesh V Divekar
Bangalore - 560092
[B]
From India, Bangalore
It appears that you are in confused state of mind. You have sprinkled some information here and there. Please specify what the problem is.
There is nothing like "best" PMS. Whatever you have whether you implement earnestly that matters most. Secondly, do you measure what needs to be measured? Are your measures comprehensive or you are just skimming the surface? Do the measures of performance identify the visible and invisible costs?
Do not get into HR jargon. All that you need to do is to identify the costs associated with each department and start measuring them.
Last but not the least, if after introduction of PMS also if the blame game persists then it goes on to show that your measures were not comprehensive or leadership does not have belief on the measures.
As far as transparency is concerned, how to foster it is leadership's call and not yours. If leadership is interested to sweep under the carpet then PMS will not work, whether "best" or otherwise.
Thanks,
Dinesh V Divekar
Bangalore - 560092
[B]
From India, Bangalore
hi
I have a question
I have completed three PMS cycles from my last date of promotion and my boss did not recommend me for promotion though I am doing all the work.
can I just right to the higher management as a self recommendation for promotion highlighting major achievements?
From India, Mumbai
I have a question
I have completed three PMS cycles from my last date of promotion and my boss did not recommend me for promotion though I am doing all the work.
can I just right to the higher management as a self recommendation for promotion highlighting major achievements?
From India, Mumbai
Dear Koushik,
Promotions are based on respective company's promotion policy. Secondly, there has to be vacancy for the promotion.
Thirdly, you have written that you have completed three cycles of PMS. What is the duration of each cycle? In fact you should have written that you have completed three cycles of Performance Appraisal (PA) and not PMS. What was your score? Has it been disclosed?
Fourthly, you have written that you would like to highlight the major achievements to your management. Did you highlight those in your regular PA?
Lastly, while checking the promotion suitability, it is not just performance but potential is also taken into account. Have you demonstrated potential for the higher post?
Thanks,
Dinesh Divekar
From India, Bangalore
Promotions are based on respective company's promotion policy. Secondly, there has to be vacancy for the promotion.
Thirdly, you have written that you have completed three cycles of PMS. What is the duration of each cycle? In fact you should have written that you have completed three cycles of Performance Appraisal (PA) and not PMS. What was your score? Has it been disclosed?
Fourthly, you have written that you would like to highlight the major achievements to your management. Did you highlight those in your regular PA?
Lastly, while checking the promotion suitability, it is not just performance but potential is also taken into account. Have you demonstrated potential for the higher post?
Thanks,
Dinesh Divekar
From India, Bangalore
I have enquired with my HR.
I have completed three years (3 cycles of appraisals)since my last date of promotion.
regarding this I met with the HR and its true that promotion policy differs each year. he also suggested that I should get highlighted......
how here the problem comes.........
I have a set of achievements,,,,,,, but my boss is not highlighting it in front of other department...........or in any reward and recognition program. actually I am working in the grass root level. my boss is finishing the end part and is receiving all the credit but he is afraid to portray the good images of his subordinates in front of higher management or even fight for us.......
of late I have noticed a decrease in my work load.......only work that I do is preparation of a weekly MIS each week....that's all...........
I have the capability to shoulder other responsibilities.....I have repeatedly told this to my boss.........after hearing this he engages me again in documentation management work......the other big issues he solves by himself with no delegation of work........the entire system is like a jalibiiiiii and its going gol gol gol.
what should I do to enhance my career because with this kind of a situation I think I wont be able to climb up the ladder.
From India, Mumbai
I have completed three years (3 cycles of appraisals)since my last date of promotion.
regarding this I met with the HR and its true that promotion policy differs each year. he also suggested that I should get highlighted......
how here the problem comes.........
I have a set of achievements,,,,,,, but my boss is not highlighting it in front of other department...........or in any reward and recognition program. actually I am working in the grass root level. my boss is finishing the end part and is receiving all the credit but he is afraid to portray the good images of his subordinates in front of higher management or even fight for us.......
of late I have noticed a decrease in my work load.......only work that I do is preparation of a weekly MIS each week....that's all...........
I have the capability to shoulder other responsibilities.....I have repeatedly told this to my boss.........after hearing this he engages me again in documentation management work......the other big issues he solves by himself with no delegation of work........the entire system is like a jalibiiiiii and its going gol gol gol.
what should I do to enhance my career because with this kind of a situation I think I wont be able to climb up the ladder.
From India, Mumbai
it seems like there is no work in the department. can you please suggest me how to self create work and then show case it to the management?
From India, Mumbai
From India, Mumbai
Dear Sir,
It happens with every one. Promotion Policies,all systems are there.
But no one is getting fair PMS, Why?
What kind of software or system we can use Top Management can understand scenario. They can see the talent not rosy picture.
Thanks,
From India, Vadodara
It happens with every one. Promotion Policies,all systems are there.
But no one is getting fair PMS, Why?
What kind of software or system we can use Top Management can understand scenario. They can see the talent not rosy picture.
Thanks,
From India, Vadodara
Performance management systems are just that - to manage the performance contribution of employees and keep historical records. Time for us all to realize that we can't keep getting promoted every year.
Mili - There is no best PMS system. As for Bosses - we now need to be realistic (remember Steve Jobs?)
From India, Mumbai
Mili - There is no best PMS system. As for Bosses - we now need to be realistic (remember Steve Jobs?)
From India, Mumbai
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PMS Handbook.pdf
PMS for B & C, FINAL.zip
PMS Presentation.pp t