Hello Everyone,
I am the only HR personnel in my office and i am assigned with the task of developing entire HR department.
I also happen to be young graduate so i seek little help from professional HR here. I want to design proper Performance Management System for the sake of proper performance evaluation and salary increment for the employees.
Any sort of guideline related to this will be really appreciated.
From Pakistan, Lahore
I am the only HR personnel in my office and i am assigned with the task of developing entire HR department.
I also happen to be young graduate so i seek little help from professional HR here. I want to design proper Performance Management System for the sake of proper performance evaluation and salary increment for the employees.
Any sort of guideline related to this will be really appreciated.
From Pakistan, Lahore
Dear Ali Masud,
To implement PMS, it requires tremendous support from the management. Do you have buy-in from management? If not then it may do more damage than good. Secondly, PMS implementation is far more serious business. Therefore, my humble request is to tread cautiously.
Nevertheless, as a start up if you institute PMS right at this stage, your organisation will reap dividends forever. But then what you measure is very important. You need to take help some expert in designing the measures. Ne it noted that essence of PMS lies in measurement of business performance. Use of PMS for the salary increment is just small part of it.
I have been giving my replies on this subject time and again. You may refer the following links to refer my past posts:
<link outdated-removed>
https://www.citehr.com/500549-format...ml#post2165577
#post2152684
https://www.citehr.com/498440-how-ca...ml#post2160264
Old: -
https://www.citehr.com/490150-job-de...ml#post2140544
If you wish to hire my services on PMS consulting, I will help you in bringing the sea change. I will study systems and processes of each department deeply and design unique measures. Their could be few cost-based measures also. You may talk to your management about availing of my services. If you wish to know more about my consulting services then you may click here to check the presentation.
Thanks,
Dinesh V Divekar
From India, Bangalore
7736To implement PMS, it requires tremendous support from the management. Do you have buy-in from management? If not then it may do more damage than good. Secondly, PMS implementation is far more serious business. Therefore, my humble request is to tread cautiously.
Nevertheless, as a start up if you institute PMS right at this stage, your organisation will reap dividends forever. But then what you measure is very important. You need to take help some expert in designing the measures. Ne it noted that essence of PMS lies in measurement of business performance. Use of PMS for the salary increment is just small part of it.
I have been giving my replies on this subject time and again. You may refer the following links to refer my past posts:
<link outdated-removed>
https://www.citehr.com/500549-format...ml#post2165577
#post2152684
https://www.citehr.com/498440-how-ca...ml#post2160264
Old: -
https://www.citehr.com/490150-job-de...ml#post2140544
If you wish to hire my services on PMS consulting, I will help you in bringing the sea change. I will study systems and processes of each department deeply and design unique measures. Their could be few cost-based measures also. You may talk to your management about availing of my services. If you wish to know more about my consulting services then you may click here to check the presentation.
Thanks,
Dinesh V Divekar
From India, Bangalore
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Performance Evaluation Guidelines.ppt
DEVELOPING CEO PERFORMANCE.pdf
PERFORMANCE APPRAISAL GUIDELINES.doc