Pms Ppt by Rohan 161

8/3/2019 Pms Ppt by Rohan 161

http://slidepdf.com/reader/full/pms-ppt-by-rohan-161 1/22

Presentation

On

“PERFOMANCE MANAGEMENT SYSTEM

&

360 Degree Feed Back

in

BUSINESS ORGANISATIONS”.

By

Rohan Kelkar

HR



Meaning of Perfomance Management System

“ Perfomance Management System is a

roadmap for creating a High Perfomance

organisation through the integration of

organization's vision,values,systems and

people”



5 Dimensions of HRM

HRM

Recruitment

&

Selection

Training

&

Development

Career

ManagementCompensation

ManagementPMS



PMS Cycle

• Individual Goal Setting

• Perfomance Planning

• Mid Year Perfomance Review.

• Annual Perfomance Appraisal.



What is Perfomance Management

It is about setting the goals.

Planning to perform.

Periodically review the progress in performance.

Evaluation of the performance .

Delivering re-inforcement for performance

success & performance failure.



What Perfomance Management is NOT?

• It’s not just an annual review.

• It’s not just an imposition of goals by superior.

• It’s not only evaluation of individual job

performance.



Pillars of PMS

• Management By Objectives.

(MBO)

• Its about setting SMARTER Goals.



SMART means……..

• S-Specific & Streching.

• M-Measurable

• A-Agreed Upon.

• R-Realistic.

• T-Time Bound



Difference between PMS-PA

• PMS is a Dynamic

System.

• PMS is a Function of

HRM.• PMS is a continuous

process.

• PA is a part of PMS.

• It is one of the

method used to

measure theemployee

performance

• It is a static tool

evaluation.



Methods of PA

Methods

Traditional Methods Modern Methods As per the office



Traditional Methods

• Grading Method.

• Checklist Method.

• Factor Comparison Method.• Essay Method.



Modern Methods

• BARS.

• BS Card.

• MBO.• 360 * Degree Feedback.



360° Appraisal OR Multi- Source Feedback

360° Appraisal is one where “ everybody around you”

is passing a judgment on your action and this

judgment is used for HR action in the organization.

Broad Purposes:

• To make decisions about pay and promotion

• To determine how people are developing their skills and competencies



Brief Outlook



Need for 360 Degree feedback

•Traditional Approach•Upward Feedback

•Peer Feedback•360 Degree Feedback



Benefits of 360 Degree Feedback

Increases the span of control.

More objective oriented.

Multiple Reporting.

Minimizes Superior Bias.

Focus on Customer Satisfaction.

Development Tool.

Emphasises on the Team Spirit.



Pitfalls of 360° degree Feedback

Time Consuming.

It may be difficult to get a representative sample of employee

Failure in follow up may bring the organization back to square one and

may cause more harm.

People Resentment in case of No Action.



Benefits

360°FEEDBACK IN PRACTICES

• Motorola.

•Telco.

• General Electrics.

• Philips.

• Johnson & Johnson.



Methods of Appraisal in Different

Organization

Government Organization- Annual Confidential Report

Public and Private organization- Semi Confidential Report

Private Organization- Target oriented



Conclusion

Great deal to offer and could provide what Robert

Burns called “The gifts tosee ourselves as other seeus”.





THANK YOU

Pms Ppt by Rohan 161

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