organisational goals | job types | performance standards
An effective PMS not only evaluates employees’ performance, but also evaluates their skills, competencies, growth, or lack thereof. When used like this, the PMS has a strong bearing on how employees grow in their career and what kind of skills or behaviours we build in the organisation to get ready for tomorrow’s marketplace.
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An effective PMS facilitates an effective delivery of strategic and operational goals.
Organisations with strong PMS see a distinct needle movement in:
At Naman, we’ve designed and implemented Performance Management Systems for organisations across sizes, industries, and locations.
Why should that matter to you? Because this means we don’t come to you with a high-ticket, plug and play, cumbersome solution. We come to you with a multi-industry exposure that helps us quickly get to the root of what your PMS should look like. As a result, we design the most practical, impactful, essential Performance Management System that helps you get the best out of your workforce.
It is a well-articulated process that goes through various stages
Our team of PMS experts take a dive deep into your organisational structure, job types, competencies if any, and performance standards - within your business and your industry.
Armed with these findings and your business needs, we map the path between your desired, suitable PMS and the existing framework. Each segment and process therein is meticulously designed along with your stakeholders.
Our team conducts a thorough orientation and training for each of your stakeholders and PMS champions so that they are fully onboarded to the new PMS.
As your PMS champions roll out the new systems across locations and geographies, our team provides live support and guidance to ensure seamless, fool-proof implementation.
Engage and inspire performance excellence in your people to achieve the results that matter to your business. NamanHR can show you the way.
Most people make the mistake of addressing performance management as performance appraisal. In reality, the performance management system is much bigger and of more value than a performance appraisal. The components of an effective performance management system include:
A performance appraisal is usually conducted annually, semi-annually or quarterly. It reviews an employee’s job performance and contribution to a company. Also, a performance appraisal evaluates an employee’s achievements, skills and growth, or lack thereof. Most companies use performance appraisals to give employees feedback and also to make increment, bonuses and termination decisions.
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