PERFORMANCE

MANAGEMENT
SYSTEM

By: Tejbir kaur

OBJECTIVES OF PMS

 Strategic
 Communication
 Motivational
PRINCIPLES OF PMS
 Translates org objectives into work
units,deptt, team and individual goals.
 Provides clarity of goals to all members.
 Continuous process for development.
 It empowers individual employees to find
avenues to improve performance
 Requires an organizational culture.
 System of regular feedback.
 It is more of a developmental tool.
IMPERATIVES OF PERFORMANCE
MANAGEMENT

 New development
 Cost containment
 Performance improvement
 Innovation
 Continuous assessment
GLOBAL PERFORMANCE PLATFORM
(GPP)

(Objective-Setting) (Feedback, coaching)

(Recognition, Reward) (Review and Evaluation)

CASE SITUATION
HOMEWORK
Search from internet and trace out evolution
of performance management system in
global versus Indian context. Submit a short
write up.
ELECTRONIC PERFORMANCE
MANAGEMENT SYSTEM
A pms in the form of an online software
package with multiple application modules
that is fully integrated with the
organizational metrics.
E- pms software's are readily available in the
markets as standard product or can be
customized to meet specific needs of the
organization.
Example of PMS

E-PMS FOLLOWED BY
PIRAMAL HEALTHCARE
SYSTEMS
GO TO: WWW.MYPHL.IN
 Log on to the appraisee website : www.myphl.in

 Select eVolve from the H.R. Section

 The eVolve homepage will open.

 First time users will log on to the site:

 User id: < Employee Code > e.g.. 706620
 Common password: < welcome >

 The system will ask you to change your password. This will be your
personal password. Change and Remember your password for all
further processes which will happen through eVolve .
LOG INTO THE E-PMS SYSTEM

For First Time Users:

•User id: <appraisee Number>

•Password: welcome

For Existing Users:

•User id: <appraisee Number>

•Password: < New Password>

CHANGE PASSWORD (ONLY FOR FIRST TIME USER)

Old Password
i.e. welcome
New Password

Please Note: This screen will appear for only those users
who have logged in the system for the first time.
 After registering and logging on the system, the opening page of
eVolve will be displayed.

 Click on My Inbox, placed on the top right corner of the page and
select Form Selection.

 It will happen in 2 Steps:

 Step (a): Selecting the appraiser/reviewer, appraisal form and the period
of appraisal applicable to you.

 Step (b): Do the Goal Setting.

FORM SELECTION

Register your Appraisal Details

SELECT YOUR APPRAISAL FORM
SELECT VALID APPRAISAL PERIOD
FORM SELECTION COMPLETE

Please Note: Form Selection screen will get non editable once the form selection
is complete. Please reconfirm all the information before you save them.
KRA SETTING

Setting KRA & Target/Weightage

APPRAISAL FORMS
CASE SITUATION
Global soft solutions ltd is a conglomerate of six
business units. merging of these business units has
been decided by management. accordingly,
merger has taken place. Now the company is in
software development and is profit making.
Employees are highly qualified and average age is
30 years.HR depts. has been given the task to
review and position a new pms for all the units
and link various hr practices like reward structure,
carrier planning, teamwork, competence
development initiatives. Position yourself in the
shoes of human resource manger and prepare a
blueprint for pms for approval of the board.
PERFORMANCE PLANNING
Expectations –the results to be achieved and
the skills, knowledge, expertise and
capabilities required to attain the results.
CHARACTERISTICS
 Starts with understanding of objectives and
ends with setting of performance criteria.
 Seeks commitment
 Tools to help individuals to contribute their
best to organization.
 Specifies resources required and action to be
done.
 Establishes ongoing communication.
OBJECTIVES OF PERFORMANCE
PLANNING
 Organizational level
 Managerial Level
 Employee level
ORGANIZATIONAL LEVEL
 Clearly define the mission, strategies
 To provide appropriate resources
 To ensure feedback
 To align job descriptions with objectives
 To boost motivation
AT MANAGER LEVEL
 Joint goal setting with employees
 Clarify performance metrics used to measure
performance
 To provide training
 Ongoing ‘on the job’ feedback
AT EMPLOYEE LEVEL
 determine targets with the manager
 View manager as a councellor or mentor
 Be receptive to feedback
 Develop self-efficacy to provide information
on self-performance
IMPORTANCE
 Entire process of PMS becomes more
objective and accountable.
 Focuses on areas of priority
 Preplans for optimal utilization of resources
METHODOLOGIES OF
PERFORMANCE PLANNING
 Key Performance areas
 Key result areas
 Task and target identification
 Goal-setting exercises
KEY RESULT AREAS OF A SALES
SPECIALIST
 Key result area-sales
 Objective: sell ‘x’ new products to customers
 Measure: no. of units sold per new customer
OVERVIEW OF COMPETENCY
MAPPING
Competency Mapping is a process of
identifying key competencies for a company
or institution and the jobs and functions
within it. Competency mapping is important
and is an essential exercise. Every well
managed firm should: have well defined roles
and list of competencies required to perform
each role effectively. Such list should be
used for recruitment, performance
management, promotions, placement and
training needs identification
THE COMPETENCY BASED JOB ANALYSIS
INVOLVES THE FOLLOWING STEPS:

 Identification of major job functions;

 Identification of skills performed within each of
the major job functions;
 Generation of several drafts to be reviewed by
employers and employees and modified to
accurately reflect the skills performed on the job;
 Development of an occupational analysis chart.
The chart is a two-dimensional spreadsheet chart
displaying the major job functions and skills
 Identification of performance standards for each
skill using a competency-based rating scale which
describes various levels of performance
COMPETENCY MAPPING STEPS
Conduct a job analysis by asking incumbents
to complete a position information
questionnaire(PIQ). This can be provided for
incumbents to complete, or used as a basis
for conducting one-on-one interviews using
the PIQ as a guide. The primary goal is to
gather from incumbents what they feel are
the key behaviours necessary to perform
their respective jobs.
CONTD.
 Using the results of the job analysis, a
competency based job description is
developed. It is developed after carefully
analyzing the input from the represented
group of incumbents and converting it to
standard competencies.
CONTD.
 With a competency based job description,
mapping the competencies can be done. The
competencies of the respective job
description become factors for assessment on
the performance evaluation. Using
competencies will help to perform more
objective evaluations based on displayed or
not displayed behaviors.
CONTD.
 Taking the competency mapping one step
further, one can use the results of one’s
evaluation to identify in what competencies
individuals need additional development or
training. This will help in focusing on training
needs required to achieve the goals of the
position and company and help the
employees develop toward the ultimate
success of the organization.
 Prepare a Position Information Questionnaire
for two jobs you are familiar with and derive
the outcome.
PERFORMANCE MONITORING
 It is a tool to assess activities in PMS that can
influence employee performance in working
towards improving organizational
performance . Monitoring entails analysis of:
 Results
 Effectiveness
 Progress
 Methods & procedures
 Work Habits
A TYPICAL PERFORMANCE GRID
Excellent performance
5%
P
o
s Possible performance
S
I 90%
B
L
E Average performance

G
a
I 5% Marginal performance
n
DMTC/ATI PERFORMANCE IMPROVEMENT
MODEL
Establish the
transformation

Define mission of
each component

Set performance
improvement goals

Establish project
and action plans

Evaluate Cycle
time, lower cost,
innovation

Review and recycle