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Performance Management System

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					   Case Analysis
       ON
Performance Management
        System
        Group 6
        Aradhana
         Gaurav
         Monojit
          Sana
         Suchita
          Zaiby
a. sponsored by the
   company

b. affiliated with
   renowned management
   institute.
                                            ISSUE#1
• PMS followed in the organization is of the kind of a forced
  ratings system type
• Dept. head compelled to put the employees into the different
  performance tiers/ classifications
• Rating not based on performance of the employees but
  plainly on the basis of quotas/ tiers
• Pradeep’s immediate boss wants to keep all his employees
  satisfied and wanted to give everyone a chance in terms of
  good rating
• Pradeep got rating of ‘RME’ in the recent PA which had
  negative impact on his selection for EDMP
                                            ISSUE#2
• Inability to communicate to Dept. head about the significant
  parameters on which he should rate his employees
• HRD’s failure to convey to Dept. head that PA is critically
  linked to EDMP selection and employee’s career
  development
• Lack of proper understanding of the objectives, significance
  and impact of PA by the Dept. head
• Dept. head misleads Pradeep, conveys that ratings would not
  have any bearing on his payouts and he need not bother
• HRD and Dept. head have failed to play their respective
  pivotal role in execution, implementation & monitoring of the
  PMS
                                              Issue #3
•HR failed to rightly emphasise on the role of PMS followed in
the organization to Dept. Head as well as the employee

•Lack of awareness of the employees on all the work
dimensions which will be affected due to the ratings he got

•Lack of communication and feedback about the effect of the
Performance ratings on the promotions, incentives and other
programs like management training programs.

				
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posted:2/8/2010
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