24 plus years strong Manufacturing base HR experience. Started from basics of Personnel management to transformation management of people and organization at diversified organizations. Have seen three phase of transitions of change in Manufacturing from the traditional manufacturing process to the WCM( world class Manufacturing ). Was recognized as One of the top India HR persons of India in 2017.
How important is Performance Management (P.M.) in today’s high-flux organization?
Whose responsibility is Performance Management?
What are the key gaps in current industry practices in managing employees’ performance?
Should Development discussions be de-linked from performance reviews?
Exactly, that’s the whole purpose of PMS as I mentioned above.
What makes a really effective P.M. programme? Any best practices to share.
The best practice would be you have three years plan which is converted into company scorecard. PMS then captures the yearly target per verticles and cascade effect to the employees at the bottom. At the same time identify the strength and weaknesses of an individual to support the individual target, it needs to be closely monitored six monthly.