Good Noon All Readers
I am new in HR field and doing process of Performance Management system .and almost done with it but one part is remain to decide that where and how to use result /output of this
Major area of focus is Marketing section.like where to link this result and how.
Kindly give suggestions from your side so i can start planning for it
Thank you for your time & consideration.
From India, Jalalpur
1I am new in HR field and doing process of Performance Management system .and almost done with it but one part is remain to decide that where and how to use result /output of this
Major area of focus is Marketing section.like where to link this result and how.
Kindly give suggestions from your side so i can start planning for it
Thank you for your time & consideration.
From India, Jalalpur
Dear Kirti,
There are many who have doubt on PMS in their mind. To avoid this confusion, I have uploaded my video on Youtube. Click the following link to refer it:
Going further what is your challenge in Marketing department? Please clarify further.
Thanks,
Dinesh Divekar
From India, Bangalore
There are many who have doubt on PMS in their mind. To avoid this confusion, I have uploaded my video on Youtube. Click the following link to refer it:
Going further what is your challenge in Marketing department? Please clarify further.
Thanks,
Dinesh Divekar
From India, Bangalore
Thank you for sharing it ,Knowledgeable Presentation.
I am not getting clear idea that how to use result of PMS
Say for eg.if performance are very excellent then what next like what in return we can give them apart from salary hike.
I am planning that where/ How to link result of PMS .
From India, Jalalpur
I am not getting clear idea that how to use result of PMS
Say for eg.if performance are very excellent then what next like what in return we can give them apart from salary hike.
I am planning that where/ How to link result of PMS .
From India, Jalalpur
Hi!
For any PMS to be complete, it must incorporate into the system its concept of rewards and sanction.
Hence, in my PMS, the fifth concept is focused on Rewards and Sanctions. Indeed, without a link to reward or sanction, any type of performance management will be useless or irrelevant.
Rewarding performance must be clearly spelled out to avoid incorrect and arbitrary actions on the part of superiors. These actions can led to various consequences like demoralization and or burden to the company, esp when the cost implication of the reward was not properly planned vis-a-vis its affordability and sustainability. A policy should be able to define the parameters of the entitlement that each performance level can have ---- that is within budget. This way, employees will be motivated to further improve their performance year on year.
The link to sanctions (of poor performance) is equally important, esp if we want to make sure that everyone in the company are doing their jobs properly. Employees that are under-performing must be told that what they are doing will not be tolerated by the company.
Best regards.
From Philippines, Parañaque
For any PMS to be complete, it must incorporate into the system its concept of rewards and sanction.
Hence, in my PMS, the fifth concept is focused on Rewards and Sanctions. Indeed, without a link to reward or sanction, any type of performance management will be useless or irrelevant.
Rewarding performance must be clearly spelled out to avoid incorrect and arbitrary actions on the part of superiors. These actions can led to various consequences like demoralization and or burden to the company, esp when the cost implication of the reward was not properly planned vis-a-vis its affordability and sustainability. A policy should be able to define the parameters of the entitlement that each performance level can have ---- that is within budget. This way, employees will be motivated to further improve their performance year on year.
The link to sanctions (of poor performance) is equally important, esp if we want to make sure that everyone in the company are doing their jobs properly. Employees that are under-performing must be told that what they are doing will not be tolerated by the company.
Best regards.
From Philippines, Parañaque
Dear sir,
Marketing professionals are expected to develop atleast three more customer base for sale of certain volume over budget..They could be domesticand/or Asian and /or Global. You need to assign KRAs as to what would be savings out of logistics in use in a time limit.For example, road transport will be costly, assign KRAs to despatch through rail rakes aiming cost benefits for customers and company both.Third one can be CSI. Reach out 1-10 scale as to what is customers satisfaction and start corrective actions.These are a general guidelines, certainly can be further attuned to your business and marketing startegies.
Regds,
RDS Yadav
From India, Delhi
Marketing professionals are expected to develop atleast three more customer base for sale of certain volume over budget..They could be domesticand/or Asian and /or Global. You need to assign KRAs as to what would be savings out of logistics in use in a time limit.For example, road transport will be costly, assign KRAs to despatch through rail rakes aiming cost benefits for customers and company both.Third one can be CSI. Reach out 1-10 scale as to what is customers satisfaction and start corrective actions.These are a general guidelines, certainly can be further attuned to your business and marketing startegies.
Regds,
RDS Yadav
From India, Delhi
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