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Pms PPT by Rohan 161

This presentation discusses performance management systems and 360 degree feedback in business organizations. It defines performance management as a process that integrates an organization's vision, values, systems and people to create a high-performance culture. The presentation outlines the performance management cycle, which includes goal setting, planning, mid-year reviews, and annual performance appraisals. It also discusses different performance appraisal methods such as traditional grading and modern approaches like 360 degree feedback, which involves evaluations from supervisors, peers, and direct reports. The benefits of 360 degree feedback are highlighted, such as increasing objectivity and minimizing bias, along with some potential pitfalls if not implemented correctly.

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Rakhee Dutta
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159 views22 pages

Pms PPT by Rohan 161

This presentation discusses performance management systems and 360 degree feedback in business organizations. It defines performance management as a process that integrates an organization's vision, values, systems and people to create a high-performance culture. The presentation outlines the performance management cycle, which includes goal setting, planning, mid-year reviews, and annual performance appraisals. It also discusses different performance appraisal methods such as traditional grading and modern approaches like 360 degree feedback, which involves evaluations from supervisors, peers, and direct reports. The benefits of 360 degree feedback are highlighted, such as increasing objectivity and minimizing bias, along with some potential pitfalls if not implemented correctly.

Uploaded by

Rakhee Dutta
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Presentation On

PERFOMANCE

MANAGEMENT SYSTEM

& 360 Degree Feed Back in BUSINESS ORGANISATIONS. By Rohan Kelkar HR

Meaning of Perfomance Management System

Perfomance Management System is a roadmap for creating a High Perfomance organisation through the integration of organization's vision,values,systems and people

5 Dimensions of HRM
HRM

Recruitment & Selection

Training & Development

Career Management

Compensation Management

PMS

PMS Cycle
Individual Goal Setting Perfomance Planning Mid Year Perfomance Review. Annual Perfomance Appraisal.

What is Perfomance Management


It is about setting the goals. Planning to perform. Periodically review the progress in performance. Evaluation of the performance . Delivering re-inforcement for performance success & performance failure.

What Perfomance Management is NOT? Its not just an annual review. Its not just an imposition of goals by superior. Its not only evaluation of individual job performance.

Pillars of PMS
Management By Objectives. (MBO) Its about setting SMARTER Goals.

SMART means..
S-Specific & Streching. M-Measurable A-Agreed Upon. R-Realistic. T-Time Bound

Difference between PMS-PA


PMS is a Dynamic System. PMS is a Function of HRM. PMS is a continuous process. PA is a part of PMS. It is one of the method used to measure the employee performance It is a static tool evaluation.

Methods of PA
Methods

Traditional Methods

Modern Methods

As per the office

Traditional Methods

Grading Method. Checklist Method. Factor Comparison Method. Essay Method.

Modern Methods
BARS. BS Card. MBO. 360 * Degree Feedback.

360 Appraisal OR Multi- Source Feedback


360 Appraisal is one where everybody around you is passing a judgment on your action and this judgment is used for HR action in the organization.

Broad Purposes:
To make decisions about pay and promotion To determine how people are developing skills and competencies their

Brief Outlook

Need for 360 Degree feedback

Traditional Approach Upward Feedback Peer Feedback 360 Degree Feedback

Benefits of 360 Degree Feedback Increases the span of control. More objective oriented. Multiple Reporting. Minimizes Superior Bias. Focus on Customer Satisfaction. Development Tool. Emphasises on the Team Spirit.

Pitfalls of 360 degree Feedback

Time Consuming. It may be difficult to get a representative sample of employee Failure in follow up may bring the organization back to square one and may cause more harm. People Resentment in case of No Action.

Benefits
360FEEDBACK IN PRACTICES

Motorola.

Telco. General Electrics. Philips. Johnson & Johnson.

Methods of Appraisal in Different Organization Government Organization- Annual Confidential Report

Public and Private organization- Semi Confidential Report

Private Organization- Target oriented

Conclusion
Great deal to offer and could provide what Robert Burns called The gifts to see ourselves as other see us.

THANK YOU

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