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performance appraisal >> Performance Improvement Discussion
Message From: Site Admin Total Posts: 293
Post Date: 12/08/2011 05:47:41 commu-icon  

How do you document a performance improvement discussion?
 
Message From: Pankaj Datta Total Posts: 1
Post Date: 30/08/2011 09:37:46 commu-icon
Performance Improvement:--
 
Performance Management system (PMS) Document Creation Process as envisaged in the system focuses only on the Performance of an employee and also facilitates other process such as identification of his training needs, career plans and evaluation of competencies.
 
HR Performance Management Module delivers maximum business benefit by helping an employee and his Manager to set goals and track them on an on going basis.
 
PMS also includes the following basic steps:--
  • Identification of goals for the next year.
  • Review of performance against goals set for current year.                                                                            
 
The objectives of PMS are as follows:--
  • To use tools for day-to-day role of each employee and also a training manual.
  • To make the Common Appraisal Processes as automated, system driven, goal - focused and standardize process.
  • To create and foster a performance - oriented and learning culture.
  • To provide a sense of direction and challenge to Managers and their teams through role and clarity.
  • To enable the employee plan and review his performance through a participatory process.
 
PMS Processes:--                                                              
 
1) Set Goals for coming financial year:--
  
  • In every A/C year, after completion of Annual Planning & Budgeting, the Manager/s & employee/s will identify KRAs & Goals within those KRAs for the next financial year.
  • Every employee will then fill in the performance planning document, listing the KRAs and Goals as decided. The concerned employee will then send the Form to his Manager for approval.
  • The Manager approves / recommends any changes, identifies weightages for each of the goals, measurement criteria and save the document /s.
  • These save document/s is / are available to the employee/s as well as his/their Manager/s for reference throughout the year.
 
2) Half - Yearly Review of Performance: --
  • As per the system, The Manager & subordinate can review their performance against the goal set, through out the year, which shall be initiated by the respective HR Dept by an email to all employees & Managers.
 
3) Annual Appraisal: --
  • Annual appraisal against goals achieved will be held during the month of April every A/C year.
  • The employee/s will fill his/their Self Appraisal against goals achieved and submit to his/their Manager.
  • His/ their Manager will give ratings the performance achieved and submit the document to the next superior Manager and/or to the unit PMS Administrator.
  • Reviewer gives his comments and forward to HR Dept.
  • Hr collates & tabulates the ratings & forwards to the moderation committee / appropriate authority for decision.
  • If they want a reduction in any rating given due to moderation reasons, HR dept informs the concerned reviewer. The reviewer then informs the concerned Manager, who then informs the concerned employee and change the ratings in the system.
 
This is the most commonly used transactions in PMS of recording employee Self - Assessment, Manager's feedback.
 
I convey my interpretation on Performance Management system (PMS) Document as I learnt by virtue of my long experience in HR profession.
Regards,
 
Pankaj Datta
Member of the HR Club
            &
Also Life member of NIPM.
 
Message From: MANISH RATHOD Total Posts: 1
Post Date: 09/09/2011 08:13:00 commu-icon
I have been instrumental in preparing the PEP (Performance Enhancement Plan) & CAP (Corrective Action Plan) in few of the organisations, where I worked. In case you need any details, feel free to get in touch with me. I have prepared the standard formats as well to document the same.
 
 
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