As mentioned, why PMS let us consider a company without performance management system.
So what happens next?
If there is no performance management system, then employees don't know what to do, how best to do,
how much to do in the absence of standards and correct feedback.
Because if I am an employee of an organization, if I don't know what the goal is, where the company
is heading and what are the difficulties the organization is facing and how I can improve my performance
so that organization can also prosper.
So that vague picture that we get is not helpful for the organization.
And also for your individual performance to improve.
So you need to have a proper set plan so that you can improve on your performance on day to day basis.
And as I mentioned in my previous course about Poro effect, if you can go and look back then it will
be helpful to you also.
Next is about everyone gets the same reward promotion by age and seniority.
That is how it was done till previously in the government sector particularly so, promotions and rewards
were given to the person according to the seniority of the people and according to the age of the people.
However, in the private sector or semi-government sector, it is done according to the performance
of the person, according to the people who are performing well and have a very good behavior as well.
If both the criteria matches, then they get the appraisals and also in the performance management system
is considered and done in that way.
And as we all know that each and every individual is different.
So we need to also consider those facts.
Then it is about what would be the productivity and effectiveness of an organization.
So we also need to understand if each and every individual is not having their PMS.
That is performance management system.
Then the organization, as I was saying, also suffers because organization also don't have their own
set of goals that after a year I want to reach there or after two years I will reach there.
If those goal settings are not done for individuals, then it is also very difficult for the organization
to prosper and some of the erstwhile issues seems to be a good examples.
As I was mentioning that public sector units are one of the good examples that how things work and how
things can deteriorate also.
Definition.
Generally, PMS is referred as performance appraisal in most cases.
This wrong notion is changing because performance management system is interrelated with performance
appraisal.
However, it is not the performance appraisal system because performance appraisal is the next step
to the PMS.
PMS formed the basis of employee development, training, rewards and promotions.
So if you notice here that employee development, training rewards and promotion promotion is the part
where performance appraisals is coming.
And so it is the next portion of performance management system.
It is a tool to improve the productivity and effectiveness of an organization.
So what is performance management system?
It is a tool so that we can measure how the productivity of individual and the effectiveness of the
organization is going, and how it is progressing.
If things are not progressing in the.
Way, or the goal you have reached or defined for your own organization.
Then it is difficult for the organization and the individual to grow.
And the stagnant stage comes and you know that things can go on downhill after that.
Thus, PMS is managing performance of employees from sourcing to succession plans.
So first.
What we can say about PMS is it is about managing performance of employees.
It is about how you are sourcing to succession planning.
Succession planning means if we are.
Planning to move ahead, then seniors should also train the juniors how to work.
And how the organization culture is and how the organization development is and how they are seeing
the matter, so that when the senior leaves the organization, the junior who become the senior of the
organization can also function and keep the organization culture.
And also.
Maintain a good performance.
By objective assessment of employees performance against well defined benchmarks.
So we also need to understand that we need to have an objective assessment of employees performance.
It should be tangible, tangible goals that can be achieved.
And if we are not having those tangible goals, then it is difficult for the employees to understand
what area they are lacking.
So you need to give them an idea that you are lacking in a particular area.
That's why these are the things happening.
And taking action to improve performance.
Then you can also give them a plan ahead that how things can improve, how things can go to the next
level for them.
Don't set the bar too high, because it will not be possible for a person to reach from 40 to, say,
80in a day.
However, it can be done like 40 to 45, 50, 55, 60 and that can go on.
Next.
So far as we have discussed, it was mainly performance appraisal system, as I mentioned earlier,
whereas PMS is more holistic and involves almost the entire H.R of functions.
Performance appraisal is a part of process in PMS.
Appraisal is more past oriented and looks at only performance measurement.
So this is a very good criteria to understand what is PMS and what is performance appraisal.
As I was mentioning, performance appraisal is a part of the process of PMS.
Appraisal is more about the past.
What happened in the last six months or a year or in two years.
And performance management is planning ahead.
What we can improve, what we can do, how you can achieve the goals, how you can achieve the rewards,
how you can achieve the appraisals.
So that is how the PMS work.
PMS is about setting of goals, learning development besides training performance review.
So those are the things that are moving ahead and thinking beyond your own capability.
So if you are planning ahead and doing things in a proper manner, then automatically your appraisal
system will also reflect and the improvement.
Next is about process if you can notice first.
Appraisal and appraisal.
So appraisal is the person who will give you the appraisal.
And appraisal is the person who will get the benefits.
So if you can notice.
Objective of PMS.
Firstly, it is about job analysing.
So you need to understand the job role, the job criteria, the main criteria that the employee needs
to function on and the primary job role they have, except the other job roles they also have.
So that should be always just on that basis.
Measurement parameters.
We also need to have a quantified effect that we need to have parameters that we need to have certain
kind of things like.
If suppose I am working in an edtech company as a senior consultant.
So what I do, I generally prepare the presentation, then I also deliver the process and also record
the process simultaneously.
Then I also arrange the things in a sequence and after arranging things in a sequence, what we do,
we also tend to.
To send the report to my senior.
So that is the parameter that how I am recording, how I am being.
Having the.
The performance is based on all these things that how am recording, how am taking care of my devices,
how am also delivering and how much fumbles are there and how much pauses are there and how much.
Fillers are there.
So all those depends on my performance management system process.
Next is about goal setting.
So if I'm having more pauses, if I'm having more fillers, then I need to overcome that.
And always think about this, that fillers and the other things and that are affecting your brain is
all about how you are perceiving things and how you are.
Not focusing on things.
So it is about psychology.
I will talk about it later, and I have also talked about it in my previous courses.
If you follow it, that it is, it is about subconscious mind, how it is working.
And if you are focusing on.
Office politics.
If you are focusing on something which is damaging, if you are focusing on, say, your personal hazards,
if you are focusing on negative vibes that are created in the office with your colleagues or your other
problems that you are facing, be it financial, be it.
Your.
A love and belongings and other needs.
So if that is affecting, then you need to also maintain that you need to have a goal so that you can
focus on it.
It is like having a set goal that you need to achieve, so that you can also take care of your other
needs.
And that also is a as you see, it is a three way process.
If your PMS is reflecting what your appraisal is evaluating, then appraisal also get the result.
And that is how the appraisal process starts.
As I was mentioning.
Then comes the feedback after the appraisal that how you are feeling about it.
Do you think that you need more appraisal or you are satisfied with it?
Or you think you are getting a less appraisal?
So that should be an honest feedback.
And the H.R. or the person who is.
In the position to take the feedback should always be accepting what is the feedback, rather than going
in a negative direction or taking it personally.
Then improve performance.
Then you need to also maintain that you can also improve your performance because performance is all
about.
Even if you reach 100, you also need to understand it should be better in the next time as well because
if you get complacent, then your performance will also reflect that.
Training, development and programs and rewards.
If your feedback is reflecting that you need training in a particular area, some may need behavioral
guidance or some may need help with the technology, or some may need help in the other things like
say if you are working in a.
A sector where it is all about how you are calculating things.
Then you need to have a fast brain so that.
You can calculate things at a mentally.
So if you can do that, you need to have a very calm mind.
You need to be very calculative.
So that can be also done by training.
So if there is cultural diversity in the organization, that can be also done in training because people
do have their own scratches.
And we also believe that scratches are made from childhood only.
So we need to remove those scratches and we need to delete those scratches.
And.
And maintain that this is the organization culture and you need to move ahead accordingly, or else
there can be the consequences.
PMS cycle.
If you are looking at PMS cycle, it is about planning performance.
First you need to establish individual or team objectives, then describing job expectations, describing
job competencies and planning improvement.
Describing tasks, training and development planning.
Agreeing to performance standards.
So what we understand from this that we need to establish individual team objective.
Why?
It should be met, and what are the objectives that are needed to met, then?
It is about job expectations.
Job expectations is all about how things can be expected from your job role and how you can improve,
and what are the things that you need to maintain?
What are the things you need to do?
Describing competencies and planning improvement.
So we also need to understand here about the competencies and planning improvement.
What are the things that we can improve on.
Then describing task.
What are the tasks or duties that you need to perform?
And training and development?
Planning is a huge process and it is a very detailed process that I need to do it separately because
it can't be just done.
However, I will just say about this that if anyone is lacking in any area of the training is needed
and that is done by A4P process.
So four d process sorry, four d process.
So in the four d process we also first diagnose and diagnose that what kind of thing the organization
or the person or the.