Dear all,
I am working in one of the manufacturing company as a HR. presently i have a project on performance management system. my present Performance Appraisal system needs to be revised as a performance management system. so please any one can help me in this regard for better performance management system by providing material, which is helpful to develop new method.
Thanks & Regards,
Naidu
From India, Secunderabad
I am working in one of the manufacturing company as a HR. presently i have a project on performance management system. my present Performance Appraisal system needs to be revised as a performance management system. so please any one can help me in this regard for better performance management system by providing material, which is helpful to develop new method.
Thanks & Regards,
Naidu
From India, Secunderabad
I joined some company as HR Officer. I am the only person there in Learning & Development Team. Its my duty to handle everything, although guys will be provided for manual work but I have to take care of everything. In my previous organizations I did not have such type of experience. So please tell me how can I handle this efficiently.
I dont know where to start and what to start
From India, Lucknow
I dont know where to start and what to start
From India, Lucknow
2
Hi Naidu,
Once you start using the results of your performance appraisal system, it will automatically lead you into performance management system. Lets look at the following scenarios (as a result of performance appraisals):
- Identify star performers: You will get this list from your appraisal on who is performing to their best. Natually, you would want to grow them to the next level and task them to take up higher responsibilities. They may need some training and guidance for playing the next level of responsibilities - you can easily identify the training needs and provide them.
- Identify poor performers: this will also be a result of your appraisal. Either they need to be focussed on and trained to make sure that they start performing well (or) have them moved out of the organization.
- Periodically, you can identify the training / career aspiration needs when you do performance appraisals and this can be an input for the managers and L&D team.
Like this, once you start using the results of your appraisal system and take actions for long-term, it will automatically lead you to overall performance management activities - L&D, succession planning, competency management, etc.
Hope this helps,
Shankar
98402 89072
From India, Chennai
Once you start using the results of your performance appraisal system, it will automatically lead you into performance management system. Lets look at the following scenarios (as a result of performance appraisals):
- Identify star performers: You will get this list from your appraisal on who is performing to their best. Natually, you would want to grow them to the next level and task them to take up higher responsibilities. They may need some training and guidance for playing the next level of responsibilities - you can easily identify the training needs and provide them.
- Identify poor performers: this will also be a result of your appraisal. Either they need to be focussed on and trained to make sure that they start performing well (or) have them moved out of the organization.
- Periodically, you can identify the training / career aspiration needs when you do performance appraisals and this can be an input for the managers and L&D team.
Like this, once you start using the results of your appraisal system and take actions for long-term, it will automatically lead you to overall performance management activities - L&D, succession planning, competency management, etc.
Hope this helps,
Shankar
98402 89072
From India, Chennai
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Performance Management System.doc