Hi,
I would like to know if there is any definite basis or deciding factor on which technique of PMS to be adopted by any company, or a company may choose any PMS technique like 360 degrees, Supervisor Appraisal technique, MBO etc.
Also if someone can help me with a brief on techniques of PMS.
Thanking you.
From India, Mumbai
I would like to know if there is any definite basis or deciding factor on which technique of PMS to be adopted by any company, or a company may choose any PMS technique like 360 degrees, Supervisor Appraisal technique, MBO etc.
Also if someone can help me with a brief on techniques of PMS.
Thanking you.
From India, Mumbai
Dear, Obviously thr must be some basic principles which are based on culture, business environment and futuristic goal- plans. Moreover important to analyse the present and propose stategy. Manish
The deployment of a PMS system would depend on various aspects of business, some of which are as under:
1. Type of industry - like in IT & other knowledge based industries, PMS is more rigourous & hence instruments like BSC or 360 degree are used. Tradionally, such instruments are not practiced in mfg sector.
2. Size of org - Instruments like 360 degree / BSC are normally used in large org say of more than 1000 head count & which have otherwise matured HR / people systems in place.
3. IT savvy - 360 degree or BSC may require a strong IT backbone to it to deliver better, as compared to traditional approaches, which can be done on paper-pencil mode.
4. Mgmt objective - This should be the prime factor to determine the kind of PMS instrument you opt for. Is the PMS a periodic ritual in your org ? Is PMS used as an instrument to drive employee / process excellence ? Is is used to find developmental needs of people & to spot potential? or it is just used to camoflauge pre-decided ratings / increments by Mgmt ?
From India, Mumbai
1181. Type of industry - like in IT & other knowledge based industries, PMS is more rigourous & hence instruments like BSC or 360 degree are used. Tradionally, such instruments are not practiced in mfg sector.
2. Size of org - Instruments like 360 degree / BSC are normally used in large org say of more than 1000 head count & which have otherwise matured HR / people systems in place.
3. IT savvy - 360 degree or BSC may require a strong IT backbone to it to deliver better, as compared to traditional approaches, which can be done on paper-pencil mode.
4. Mgmt objective - This should be the prime factor to determine the kind of PMS instrument you opt for. Is the PMS a periodic ritual in your org ? Is PMS used as an instrument to drive employee / process excellence ? Is is used to find developmental needs of people & to spot potential? or it is just used to camoflauge pre-decided ratings / increments by Mgmt ?
From India, Mumbai
objective of PMS is to provide reward to the employee as well as providing feedback to the emoployees. Choosing of technique is depends upon the pr actice of the organisation and market situation. Market situation means - the status of competitors in the same industry. PMS is highly connecting with monetary and non - moneytary benefits to the employees , on the other hand it involves Costs to the organisation/ management which ultimatley affects the cost of production and profitability of the organisation.
In practice remuneration / increments /benefits should be fixed in accordance with the market situtation.
All the tchniques have some advantage and disadvantage of its own. HR professiona should focus on the advantages side of the technique so that employee can feel motivated and management feel happy.
From India, Mumbai
In practice remuneration / increments /benefits should be fixed in accordance with the market situtation.
All the tchniques have some advantage and disadvantage of its own. HR professiona should focus on the advantages side of the technique so that employee can feel motivated and management feel happy.
From India, Mumbai
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