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Performance Management Systems


Performance Management

There is no doubt that effectively managing the performance of individuals has a positive effect on your business. At KeyHR Solutions, based in Mumbai, Maharashtra, we have experiences of various performance management and appraisal frameworks, including an award-winning program devised for a leading professional services firm.

Getting The Best Out Of Your Team
Performance management needs to be strategic, incorporating the broader business issues and longer-term objectives, linking all aspects of the business, teams and individuals within it. This approach ensures all resources are focused on the same goal and, just as importantly, understand the individual contribution needed to achieve it.

At KeyHR Solutions, we can provide you with a bespoke program which ensures that staff and managers know and understand, what is expected of them, have the support required to meet expectations and have the opportunity to discuss and contribute to individual and team aims and objectives. To ensure the success and full integration of the program, we will work with managers to ensure they are aware of the impact of their own behavior on the people they manage, encouraging them to identify and exhibit positive behavior.

Managing Poor Performance
At the other end of the spectrum we can assist with poor performance issues which will impact your business, your staff and your clients, unless dealt with quickly and effectively. Each situation is different and we will tailor our services depending on your specific needs.

Methodology
Understand the existing PMS System:
Studying the existing performance management systems including one-on-one interviews with the key personnel, to identify the areas of Disconnect and the changes required therein.

Framing a PMS System:
The PMS System would factor in three board aspects:

  1. The Organizational Performance Criteria:
    Based on the Organization, the Broad goals would be defined. These would be spread over the Departments / Units, which would be further broken down to Individual levels. These would form the performance criteria for Individuals.
  2. The Unit Performance Criteria:
    The focus of the Unit/Department may be different from that of the Organization. Therefore the criteria which act as performance criteria for the Unit/Department will also be considered for the Individual. These will be very clearly defined in terms of quantity.
  3. The Competency Criteria:
    This would be linked with the Competency Mapping and based on the Core competencies of a Unit/Department. The behavior displayed would be described and would warrant a specific Rating. For each rating given, an Instance/ Event would have to be indicated. If there is no event observed, then the competency would not be considered for rating.


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