Please suggest me with the steps or procedures of Performance management system for Real Estate Industry Thanks & Regards Swarna
From India, Bengaluru
From India, Bengaluru
Dear Swarna,
While establishing PMS or designing the KRAs, following needs to be noted:
a) Do we measure what deserves to me measured?
b) Do KRAs pass the test of SMART principle?
c) Has the direct and indirect cost been identified for all the departments? Are these costs included as KRAs for the respective HOD?
d) Has the staff of downmost level understood the importance of measurement or how to design the measures? Mere Manager or HOD understanding the concept of KPIs and KRAs is not sufficient. He/she attains department's KRA through his/her subordinate. What if the Manager/HOD does not get sufficient support from the juniors?
e) Are there any staffs who are kept off the hook?
I have been giving replies to the posts on PMS time and again. Click the following link to refer one exhaustive reply:
https://www.citehr.com/511936-pms-company.html
Though the heading of the heading is for IT companies, the reply is applicable to all the type of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
For further doubts, you may call me on my mobile number. Talk to your management and find out whether they are ready hire paid services of external consultant like me. For further queries, feel free to contact me.
Thanks,
Dinesh Divekar
From India, Bangalore
7736While establishing PMS or designing the KRAs, following needs to be noted:
a) Do we measure what deserves to me measured?
b) Do KRAs pass the test of SMART principle?
c) Has the direct and indirect cost been identified for all the departments? Are these costs included as KRAs for the respective HOD?
d) Has the staff of downmost level understood the importance of measurement or how to design the measures? Mere Manager or HOD understanding the concept of KPIs and KRAs is not sufficient. He/she attains department's KRA through his/her subordinate. What if the Manager/HOD does not get sufficient support from the juniors?
e) Are there any staffs who are kept off the hook?
I have been giving replies to the posts on PMS time and again. Click the following link to refer one exhaustive reply:
https://www.citehr.com/511936-pms-company.html
Though the heading of the heading is for IT companies, the reply is applicable to all the type of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
For further doubts, you may call me on my mobile number. Talk to your management and find out whether they are ready hire paid services of external consultant like me. For further queries, feel free to contact me.
Thanks,
Dinesh Divekar
From India, Bangalore
HI, Kindly help me with the mail draft to send to all the RM’s about the training organised for them on "How to appraise" their reportees.
From India, Hyderabad
From India, Hyderabad
Hello, I am looking for daily performance management system (PMS) for our employees, can you help me by tell the particulars or category on which basis i can review the performance on daily basis.
From India, Gurgaon
From India, Gurgaon
Now i am working in aluminium manufacturing company. How to start and implementation for PMS .. Kindly give me the tool.
From India, Coimbatore
From India, Coimbatore
Hi,
I am HR Generalist working in a SME and am the only HR person here. I am now given the task to prepare a framework work to conduct performance evaluation of my organization. Please guide me. I would be glad if you could share some formats/templates/ samples etc.
Thank you in advance.
Nascent HR
From Pakistan, Muzaffarabad
I am HR Generalist working in a SME and am the only HR person here. I am now given the task to prepare a framework work to conduct performance evaluation of my organization. Please guide me. I would be glad if you could share some formats/templates/ samples etc.
Thank you in advance.
Nascent HR
From Pakistan, Muzaffarabad
Dear All,
i have been working in eye care hospital, we are planning to start the PMS process for which we require balance scorecard, succession planning, KPI, OKR,Competencies, for Hospital,
hope if anyone can share the above things in pdf or PPT with examplw it will be very helpfull in hospital industry.
Thanks & Regards
Gaurav
From India, New Delhi
i have been working in eye care hospital, we are planning to start the PMS process for which we require balance scorecard, succession planning, KPI, OKR,Competencies, for Hospital,
hope if anyone can share the above things in pdf or PPT with examplw it will be very helpfull in hospital industry.
Thanks & Regards
Gaurav
From India, New Delhi
I am an HR Professional, Consultant and also a Trainer on HR modules. I have been handling PMS since 25 years, out of my 33 years of service with Larsen & Toubro, from where I retired as Head of HR. I do HR audit also, covering PMS. Nothing comes free in this world, as I need to spend my time and other resources to handle the queries of each and every one of you. If your organisation is willing to loosen its purse strings a bit, I can act as your consultant and provide you necessary inputs. Best wishes
From India
From India
Dear All,
Always had good suggestions regarding every topic here , in need of few more solutions
Request all the senior authorities to let me know how the PMS cycle to be set for the startup, what is the initial stage for setting the same, what employee data is needed , any forms to be design for same , can any one please guide from basic on the PMS cycle of employees
From India, Pune
Always had good suggestions regarding every topic here , in need of few more solutions
Request all the senior authorities to let me know how the PMS cycle to be set for the startup, what is the initial stage for setting the same, what employee data is needed , any forms to be design for same , can any one please guide from basic on the PMS cycle of employees
From India, Pune
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