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Performance Management System for Employees
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PMS Performance Management System for Employees
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About "Performance Management System for Employees" topic:
Appraisal & Evaluation is Major Process for consideration of Special Increments & Promotion for a Deserving Candidates when No.of Candidates are more working for same kind of Jobs in many Departments & functions. To make the Process Transparent & remove Biasing / Subjectivity we must evolve PMS where Candidates are also Satisfied and being Rewarded for a Justified Evaluation . Let us have debate on this & find out the best System which may take care all Parameters Like Qualification , Performance , Quality & resourcefulness on Job .
Appraisal & Evaluation is Major Process for consideration of Special Increments & Promotion for a Deserving Candidates when No.of Candidates are more working for same kind of Jobs in many Departments & functions. To make the Process Transparent & remove Biasing / Subjectivity we must evolve PMS where Candidates are also Satisfied and being Rewarded for a Justified Evaluation . Let us have debate on this & find out the best System which may take care all Parameters Like Qualification , Performance , Quality & resourcefulness on Job .
1 insight
, 3 debates
, 3 idea contests
, 1 question
on topic: "Performance Management System for Employees"
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90 Deg : Self Appraisal & Final Discretion of Boss
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180-360 Deg : Boss / Customers Boss /Pear Group & Subordinates
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Bimal kant Gupta
| Argues in support of
"90 Deg : Self Appraisal & Final Discretion of Boss"
| 1 year ago
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Appraisal & Evaluation is Major Process for consideration of Special Increments & Promotion for a Deserving Candidates when No.of Candidates are more working for same kind of Jobs in many Departments & functions. To make the Process Transparent &...
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Ravi Kumar Verma
| Argues in support of
" 180-360 Deg : Boss / Customers Boss /Pear Group & Subordinates"
| 1 year ago
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I agree with Mr. bimal kant of making the process transparent on and consider all the aspects of ones performance.But inspite of laid down systems it is unfortunate that ceratin employees loose what they deserve in real course of their...
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Debate: " PMS ( Performance Management System ) to Evaluate for Increments & Promotions" deleted from your view.
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(rate this)
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giving promotions
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11
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1
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bonus payment
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Suresh Prasad Gupta
| Argues in support of
"giving promotions"
| 1 year ago
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Bonus payment or monitory gain is good but it remains only for a very short period of time whereas PROMOTION as a recognition of his good job becomes his lifetime property. Therefore PROMOTION is always better.
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R N Bhattacharyya
| Argues in support of
"bonus payment"
| 1 year ago
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Performance appraisal is one of the factors to promote somebody. For promotion consideration, years in that grade,educational qualifications etc is considered, therefore, bonus payment or double increments could be thought of.
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Debate: "which one is better in performance appraisal" deleted from your view.
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salary
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6
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27
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Incentive
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Ramesh Ganesan
| Argues in support of
"salary"
| 1 year ago
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The fixed part SALARY motivates one to work. It should be decent,comparable and sustainable. At the same time it should be affordable by the company and in proportion to the revenue
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SHRIKANT MANOHAR DANKE
| Argues in support of
"Incentive"
| 1 year ago
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I support your views. Incentive apart from salary is good for motivation no matter whether it come in form of money or in form of gift or tour.
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Sapna Panchal
| Argues in support of
"Incentive"
| 1 year ago
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I will support Incentives Incentives are not in form of Money only. I believe appreciation and acknowledging the employee's hard work is also an Incentive and bigger motivation factor. Salary is withdrawn by everyone .. one who works harder and...
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Debate: "Motivation of Employee" deleted from your view.
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1
Essential Role of IT Governance
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SUNIL KUMAR KOHLI
| Added idea
"Essential Role of IT Governance"
| 1 year ago
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IT can play a major role in Rebuilding Corporate Trust and improve Transparency, Boost Performance etc
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Ideate: "Rebuilding Corporate Trust" deleted from your view.
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1
employee appraisal survey
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latha sivan
| Added idea
"employee appraisal survey"
| 1 year ago
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Performance appraisal is it sole responsibility of HR or an operational group.
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Ideate: "Performance Appraisals--A need for the organizational growth" deleted from your view.
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This is nice - finding positive out of every negative - which we don't always manage to do. I am thankful... 1. For the husband who snores all night, because he is at home asleep with me and not with someone else. 2. For my teenage daughter who is complaining about doing dishes, because that means she is at home not on the streets. 3. For the taxes that I pay because it means that I am employed. 4. For the mess to clean after a party because it means that I have been surrounded by friends. 5. For the clothes that fit a little too snug because it means I have enough to eat. 6. For my shadow that watches me work because it means I am out in the sunshine. 7. For a floor that needs mopping, a...
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Soumya Ranjan Subudhi
| Commented
| 1 year ago
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its a nice thinking..I want to say one thing..."POSITIVES can only be created by negatives only....for example..minus of minus 2 is plus 2..... [-(-2)]=+2 ." if math could prove it why cant we..??.
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devendrasinh zala
| Commented
| 1 year ago
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FINDING POSITIVE OUT OF EVERY NEGATIVE that's called positive thinking
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Insight: "FINDING POSITIVE OUT OF EVERY NEGATIVE " deleted from your view.
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1
They need better HR policies and work environment with less bureaucratic hurdles.
2
lack of the lead light
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Radha Anand
| Added idea
"Lack of leaders with vision and conviction"
| 1 year ago
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Performance percolates from the top.When all other ism's other than professionalism are the main focus,performance is only another word in the dictionary.Any organisation be it private/public... leadership is the key.In these large organisations...
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Dipak Bhattacharya
| Supported idea
"They need better HR policies and work environment with less bureaucratic hurdles."
| 1 year ago
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1.Commitments are missing, when replying /handling public desks.Hence public has lost confidence on govt. offices.Keep your skin thick, why care about performances? 2.Neither you've carrots nor sticks while handling subordinates.Why subordinates...
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Dipika Das
| Supported idea
"They need better HR policies and work environment with less bureaucratic hurdles."
| 1 year ago
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I throughly agree with you. Better Hr policies and work culture is the need of the hour......
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Ideate: "Why Government/PSU employees are unable to perform?" deleted from your view.
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It is Appraisal time and biggest challenge for HR's / Recruiters while recruiting in these few weeks is the demanding nature of candidates. Candidates expect a normal average Hike (20% - 30%) on thei...
Answer: "Expecting / Demanding Hike on Appraisal - Is it Justified (Monetarily)" deleted from your view.
Prev1NextShowing 1 - 8 of 8
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Hi All, Came across a nice artical, thought beneficial for all HR professionals : What else does it take to K.E.E.P your employees satisfied? "People work for much more than a paycheck." Most employees are looking for common elements from the people they work for . People, regardless of position, seek a good " Relationship with their manager ", " A positive work environment ", and " Praise and recognition ". Successfully combine these three elements and implement them effectively and you have created the foundation for a great retention strategy. It is obvious that these crucial elements have little or nothing to do with compensation. Instead they remind us an important fact: People work for much more than a paycheck. People not only want their jobs to be a source of income but a source of attaining pride, professional development, enjoyment, and acknowledgment of their skills and efforts as well. With this in mind, I would like to introduce to you a retention-boosting method,...
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The other day I was in a restaurant and saw a sign advertising "Sliders Fridays." From what I gathered, they offered a deep discount on tiny hamburgers, called sliders, on Friday nights. The interesting thing about this discovery is that I own the restaurant and it's the first I knew of it. (Stacey's at Waterford: www.eatatstaceys.com ) I don't just own the restaurant. I also manage it, although I use that term loosely. I've taken the concept of hands-off management to the next level. Most of the time I have no idea what the staff is up to. They organize customer events, execute marketing ideas, hire and fire, change the menu, and pretty much anything else they want. I only get involved if there is a largish expense that needs to be approved. I see the financials daily, by e-mail, but I'm mostly about the bottom line. As a well-known critic of managers, I painted a big red bulls eye on my back when I started managing the restaurant. For the first year I was involved in the details...
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17 Management Funda's1. "We will do it" means "You will do it" 2. "You have done a great job" means "More work to be given to you" 3. "We are working on it" means "We have not yet started WORKING on the Same" 4. "Tomorrow first thing in the morning" means "Its not getting done "At least not tomorrow!" 5. "After discussion we will decide-I am very open to views" means "I have already decided, I will tell you what to do" 6. "There was a slight miscommunication" means "We had actually lied" Office-management-fundas 7. "Lets call a meeting and discuss" means "I have no time now, will talk later" 8. "We can always do it" means "We actually cannot do the same on time" 9. "We are on the right track but there needs to be a slight extension of the deadline" means "The project is screwed up, we cannot deliver on time." 10. "We had slight differences of opinion "means "We had actually fought" 11. "Make a list of the work that you do and let's see how I can help you" means "Anyway you have to...
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