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Recommendation For Wipro To Improve The Pms System

Wipro should improve its performance management system (PMS) in several ways: 1) Implement biannual performance reviews; 2) Make self-appraisals more effective by training employees on organizational culture; 3) Focus on training, career development, succession planning, retention strategies, and innovation to improve employee performance; 4) Create continuous feedback loops with weekly check-ins and employee progress reports; 5) Make performance management an ongoing process with frequent feedback instead of annual reviews; 6) Consistently document all significant occurrences and follow-ups to support performance decisions.

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Bipanchy Kalita
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47 views1 page

Recommendation For Wipro To Improve The Pms System

Wipro should improve its performance management system (PMS) in several ways: 1) Implement biannual performance reviews; 2) Make self-appraisals more effective by training employees on organizational culture; 3) Focus on training, career development, succession planning, retention strategies, and innovation to improve employee performance; 4) Create continuous feedback loops with weekly check-ins and employee progress reports; 5) Make performance management an ongoing process with frequent feedback instead of annual reviews; 6) Consistently document all significant occurrences and follow-ups to support performance decisions.

Uploaded by

Bipanchy Kalita
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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RECOMMENDATION FOR WIPRO TO IMPROVE THE PMS SYSTEM –

 Biannual performance review should be started with the next review period. As it is
inferred that PMS system is important for any organization, the organizations must invest
in specific technology oriented products and services, software and hardware to improve
the performance.
 Self appraisal is the most effective tool for PMS system, so the management must
effectively develop training and development tools to make the employees sensitive
towards the organizational environment and culture.
 Training and development, career development and succession planning become the core
essential functions of a PMS. The organizations must concentrate on the areas to
effectively appraise and improve the performance of employees in the organizations.
 Retention and innovation strategies are used to improve the performance of employees,
so the focus must be directed towards improving the PMS.
 Develop a continuous feedback loop - To trade input on execution routinely, you should
speak with your employee on a weekly basis. Some portion of this trade can be a week
after week registration. Week by week worker progress reports are additionally an
extraordinary method to keep the lines of correspondence open. With a representative
advancement report, you can pose inquiries about week after week wins, possible
barriers, and any squeezing concerns your workers might be confronting. That allows you
to get a snapshot of performance every single week, and you can provide your own
comments to their reports to give actionable feedback in real-time.
 Create an ongoing process – Performance management, including goal setting,
performance planning, performance monitoring, giving feedback and coaching- should be
an ongoing and continuous process, not a once or twice yearly event. Feedback that is
delivered when it is most relevant enhances learning and provides the opportunity to
make any adjustments needed to meet objectives. The attitude towards ongoing feedback
is also crucial. If there is organizational support for building constructive feedback into
the fabric of day-to-day interactions, then the environment will encourage development
and drive goal-directed performance improvement.
 Document, document, document - Note-taking must be consistent and include all
significant occurrences, positive or negative. Documentation is important to support
performance decisions, and notes should be written with the intent to share. In addition to
documenting the details of an occurrence, any subsequent follow up should be detailed.
The performance log is a record that the manager keeps for each employee and is a record
of performance "events." The maintenance of a performance log serves a number of
purposes. The manager can record successes or performance that requires improvement.
When it comes time to complete the appraisal, the manager has a historical record of
events and will not have to rely on recent memory.

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