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Characteristic of Performance Management System
Human Resources » Performance Management

Chrm Message From: kaushal parikh Total Posts: 31 Join Date: 14/07/2008
Rank: Executive Post Date: 17/04/2009 23:59:39 Points: 155 Location: United States
What should be the characyteristic of good Performnace managemnt System.
Chrm Message From: Uday Total Posts: 28 Join Date: 14/07/2008  
Rank: Executive Post Date: 18/04/2009 00:00:57 Points: 140 Location: United States

it should be objective, eliminating all subjectivity as far as possible

link the organization's requirements to the individual's performance

address the employee aspirations

more of a developmental tool, rather than just being used for increments

involve a dialogue between the boss and the subordinate

and understood by all

with regards


Chrm Message From: paru.pareek Total Posts: 26 Join Date: 14/07/2008  
Rank: Executive Post Date: 18/04/2009 00:02:08 Points: 130 Location: United States


On the thread of discussion about Perfomrance Management Systems - please do go through the link I am sending across. Is pretty informative across a range of topics.  

Chrm Message From: girdhar gopal Total Posts: 27 Join Date: 14/07/2008  
Rank: Executive Post Date: 18/04/2009 00:04:08 Points: 135 Location: United States

Hi all,

Above all, the attributes must be specific, result oriented and measurable. Must be able to analyse the employee's strength's and weakness effectively. Critical incidents that lead to the success or failure of a particular project or function must be highlighted and mentioned at the time of appraisal.

Ensure that employee goes back with a feeling that it was a fair evaluation rather than with disgust. It should give the bird's eye view of the entire period and not restrict itself to single contributions or events. If the guy has worked under different bosses during the given period, the inputs must be taken from all of them before communicating the outcome to the employee.

Thanks and Regards,


Chrm Message From: tashu Total Posts: 45 Join Date: 14/07/2008  
Rank: Executive Post Date: 18/04/2009 00:08:14 Points: 225 Location: United States
some of the things that came to my mind -

a good performance shud be :-
- transparent
- based on quantifiable KRAs
- annual/bi-annual
-give weightage to 360 degree feedback


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