Friday, August 20, 2010

Best Way to Implement a New Performance Appraisal System?

One of the Orientation session by Husys in Implementing Performance Management System.

Q: What is the best way to get results of a newly designed performance appraisal system?

Communication.. Communication... & Communication : That's the mantra for any new system implementation in an organisation. The impact of non-communication can lead to delay in process implementation and effectiveness whereby loosing out on precious Business Time. Please make sure the following basic steps (you can be creative and make it more effective too...) :

1. Objective : Make sure that you are clear about the results that you would like to reap of the new appraisal system and quantifiable output for organisation and people.

2- Test the New System : Try and test the efficiency of the system by administering to a sample in the organisation. This should give you focus to fine tune as required.

3- Orient : Prepare a presentation and make sure that all the levels of the organisation understand the new design. Clarify the roles of individual in the process... you may want to have a special orientation for who undergo the appraisal (for all) and also for people who appraise. Needs a different orientation. Most important have a communication from the MD/CEO on the importance of the system.

4- Make a Plan & Share: Inform every body about the schedules to be followed. Make a plan taking into consideration of all the stakeholders (heads of functions/departments/divisions etc.,)... So that the accountability to support the Action plan is not just with HR. Make schedules of individual reviews and participate from HR where its required (first timers or as requested). Empower the Reporting managers to conduct the appraisal.

5- Track to Closure: Create a Tracking mechanism to review the Progress... Track the Distribution, Preparedness, Reviews, Returning documents, Reviewers comments, HR Collation of documents etc.,

The above is explained in brief... any specific questions can be posted on comments...

6 komentar untuk "Best Way to Implement a New Performance Appraisal System?"

Dhruv SenAugust 20, 2010 at 12:04 PM
PMS needs to flow from the objectives set for the year. We need to have clear goal setting process. This enables the appraisal to focus on the task (objective criterion) instead of people.The second key aspect is the performance counselling which enables a culture of improvement to be set. There are views on the normalization process-both pros and cons and we need to be clear where we stand.
ReplyDelete
Replies
Ravi Sankar, Head- HRD, Tata Projects LimitedAugust 20, 2010 at 12:34 PM
PMS cycle must capture the Organisation's Business Objectives and flow down to individual KRAs right at the beginning of the FY and these need to be reviewed Qrtrly / Half Yly, for achivement against Targets set and provide for mid-course corrections. Equally important is the Performance feedback / couselling and integration to IDPs (Individual Development Plans) for skill gap identification as well as the Trg need need identifcation. While devising the PMS, Organisations must also ensure that all generic/analogous positions in the Orgn. have Standard KRAs (Quantitative)for ease of relative comparison and evaluation which facilitates the process of normalisation / Bell curve / Force ranking. For promoting OD initiatives, one might consider Qualitative KRAs. At the end, the rewards must be connected to Performance to encourage and sustain a high performance Organisation.
ReplyDelete
Replies
seshadriAugust 20, 2010 at 6:49 PM
the flow is right ...

i suggest the pms should be designed level wise ...it should not be standard one for all ...

and integrate with 360 degree feedback mechanism at senior levels ....would help organisations
ReplyDelete
Replies
Sunil Kumar, AGM & Head - L&G, Tata Projects Ltd.August 23, 2010 at 5:23 PM
I Have a slightly different opinion on this. I guess we are talking about PMS for SMEs - an organisation consisting of 100 odd people or maximum going up to 500-600 people. I visualise this organisation to be driven by an entrepreneur, who knows all members (almost). In most likelihood it is growing at a rapid pace - no time to think about systems and processes. I would say it is not required also at that stage. The alignment, communication, systems and processes become important when organisation is taking a leap from SME to big league.
ReplyDelete
Replies
GR ReddyAugust 24, 2010 at 2:53 PM
Dear Dhruv,Ravi,Seshadri, Sunil,

I thank you for your comments and the value add... We have followed some of the steps mentioned for SME's upto 500 people size... We just completed for the last such organisation with 500 people at Bangalore..

Our Experience with SME's is that the faster they put such systems in place they are ready to face the market... In some cases due to the high owner drive, we have been successful in brininging such discipline in two years....
ReplyDelete
Replies
AnonymousJuly 4, 2011 at 4:05 PM
3600 Appraisal provides HR Department the competitive advantage and disadvantages of the current manpower resources, to plan training and development, 360 degree feedback system.
ReplyDelete
Replies

Add comment

Best Way to Implement a New Performance Appraisal System?

6 komentar untuk "Best Way to Implement a New Performance Appraisal System?"

Entri Populer

Popular Posts