PMS CONSULTING
Beyond performance, appraisal lies in performance management. It is crucial to have a defined strategy for implementing performance management in every organization so that the workforce continues to perform at its peak level of performance. Especially during the most unpredictable times, a well-placed PMS ensures minimal damage to workforce productivity.
Primitively, performance appraisal was equated to performance management, however, the scope is much more than that.
Determining compensation
To form the basis of determining compensation or making any alterations to the same, it provides an equitable method with fair capturing of data.
Employee Productivity
With individual goals in sight and expectations clarified to the employees, the efficiency of the work of employees gets a boost.
Talent Learning and Development
As feedback focuses on developmental opportunities for the employees, a sense of the right learning environment gets communicated to the employees.
COMPONENTS OF PMS
Scope of PMS
- Setting performance measurement metrics
- Effective Coaching for Managers
- Differentiated Compensation Structure
- Appraisal and Feedback Mechanism Establishment
- Positive Impact on Employee Motivation and Performance
- Positive Impact on Organizational Performance
- Business Strategic Goals Achievement
Elements
- KRAs, Goals, KPIs settings
- Appraisal system check
- Feedback Mechanism
- Individual Development Plans
- High-Performance Culture Drivers
Our Methodology
STAGE 04
Setting up a re-defined appraisal system and focusing on talent review
STAGE 05
Communicating the revised PMS to the concerned stakeholders
STAGE 03
Building balance between continuous and planned feedback
STAGE 06
Working towards a high-performance culture
STAGE 02
Setting performance measurement tools such as KRAs, SMART-ER Goals, KPIs
STAGE 01
Evaluating the as-in state Performance Management System in place
A well-built PMS moves the needle. Let’s start building yours
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Performance Management Services
Great performance management systems aren’t built in parts—they’re built in harmony.
As-in-state evaluation
management tools such as KRAs, Goals, and KPIs set at the beginning of the year, goals cascading mechanisms,
performance rating/ranking communicated to the employees, mid-year/Annual Reviews, and feedback in light of the
goals.
Setting Performance Measurement Tools
- KRAs
- SMART-ER Goals
- Key Performance Indicators
Sustainable Achievement
The WHAT
Delivering the
RESULTS NEEDED
SUSTAINABLE ACHIEVEMENT
The HOW
Demonstration of
BEHAVIORAL
COMPETENCIES
Smarter Goals
MEASURABLE
Progress trackable & outcome measurable
REALISTIC
Worthwhile & consistent with organizational needs
EXCELLENCE ORIENTED
Goals Linked with quality of output
SPECIFIC
Defined clearly, with no unclear language
ATTAINABLE
Reasonable enough to be accomplished
TIME-BOUND
Includes a time limit
RIGOROUS
Challenging goals supported by dynamic goals setting
Feedback
Appraisals
Talent Review
Flow Of Events
Potential Identification
Performance Evaluation
9 Box Matrix Plotting
Debrief Of The 9 Box Matrix