tag:blogger.com,1999:blog-1636029625729415408.post1400366301925555859..comments2023-05-09T17:53:59.845+05:30Comments on HR Help-Line for SME's: Best Way to Implement a New Performance Appraisal System?GR Reddyhttp://www.blogger.com/profile/14330489533221114809noreply@blogger.comBlogger6125tag:blogger.com,1999:blog-1636029625729415408.post-14526404325973176702011-07-04T16:05:27.176+05:302011-07-04T16:05:27.176+05:303600 Appraisal provides HR Department the competit...3600 Appraisal provides HR Department the competitive advantage and disadvantages of the current manpower resources, to plan training and development, <a href="http://www.360degree-feedback.net/" rel="nofollow">360 degree feedback system</a>.What is 360 degree feedbackhttps://www.blogger.com/profile/16106941288602745063noreply@blogger.comtag:blogger.com,1999:blog-1636029625729415408.post-36003621706886155582010-08-24T14:53:38.944+05:302010-08-24T14:53:38.944+05:30Dear Dhruv,Ravi,Seshadri, Sunil,
I thank you for...Dear Dhruv,Ravi,Seshadri, Sunil, <br /><br />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.. <br /><br />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....GR Reddyhttps://www.blogger.com/profile/14330489533221114809noreply@blogger.comtag:blogger.com,1999:blog-1636029625729415408.post-73722115413791257202010-08-23T17:23:10.302+05:302010-08-23T17:23:10.302+05:30I Have a slightly different opinion on this. I gue...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.Sunil Kumar, AGM & Head - L&G, Tata Projects Ltd.noreply@blogger.comtag:blogger.com,1999:blog-1636029625729415408.post-28131838587571698922010-08-20T18:49:34.276+05:302010-08-20T18:49:34.276+05:30the flow is right ...
i suggest the pms should be...the flow is right ...<br /><br />i suggest the pms should be designed level wise ...it should not be standard one for all ...<br /><br />and integrate with 360 degree feedback mechanism at senior levels ....would help organisationsseshadrihttp://www.odchyd.comnoreply@blogger.comtag:blogger.com,1999:blog-1636029625729415408.post-73075682243634424582010-08-20T12:34:58.782+05:302010-08-20T12:34:58.782+05:30PMS cycle must capture the Organisation's Busi...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.Ravi Sankar, Head- HRD, Tata Projects Limitedhttp://www.tataprojects.comnoreply@blogger.comtag:blogger.com,1999:blog-1636029625729415408.post-27104852294500222632010-08-20T12:04:52.866+05:302010-08-20T12:04:52.866+05:30PMS needs to flow from the objectives set for the ...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.Dhruv Senhttps://www.blogger.com/profile/11547108791404087461noreply@blogger.com