Systems that facilitate the achievement of individual and corporate goals. Performance Management systems enable you to track and monitor the performance of individual employees, departments, and the organization overall.

More than just an annual performance review, performance management is the continuous process of setting objectives, assessing progress and providing on-going coaching and feedback to ensure that employees are meeting their objectives and career goals.

Performance Management System

Planning

Act

Monitor Evaluate

Recognize

PMS

Identifying and resolving hurdles that may prevent the employees from pushing boundaries and achieve their best performance

Creating an ecosystem that facilitates personal growth, continuous learning and skill enhancement, as well as better career prospects for employees

Creating a platform that facilitates better strategic decisions, improvisations, and introduce measures for better employee satisfaction

Ensuring improved and deserving performance appraisals and rewards for employees

Creating a proper measure to calculate the organization’s overall performance based on employee performance, satisfaction, and retention

Objectives of Performance Management System

Enhance the performance of the employees at the workplace

Promoting a healthy, two-way communication between employees and the management and promote a healthy relationship

Creating a regular flow of communication of organizational goals, expectations, feedback, and coaching

Benefits of PMS

Employee’s Benefits

Clarifies expectations of the employees, self assessment opportunities clarifies the job accountabilities and contributes to improved performance, clearly defines career paths and promotes job satisfaction.

Manager’s Benefits

Saves time and reduces conflicts, ensures efficiency and consistency in performance

Organization’s Benefits

Improved organizational performance, employee retention and loyalty, improved productivity, overcoming the barriers to communication, clear accountabilities, and cost advantages

Employees

Manager

Organization

Performance Management Process

Performance Planning

Performance Appraisal

and Reviewing

Feedback on the

Performance

Performance Improveme

nt Plans

Potential Appraisal

Work Flow Of PMS

1.Self Evaluation

• Performance Rating

• Scope in Improvement

• Recommendation

2.Manager’ Review •Performance Rating

•Scope in Improvement

•Recommendation

3. HOD Review

4. HR Review

• Decision

• Communication

• Current Year Performance Self Rating

• Next Year KRA

Quarterly

Review Half Yearly

Review Yearly

Review

Review & Rating

• Self Appraisal • Against Each Goal Employee Put his achievement in Percentage • Accordingly score will calculate automatically against Weightage for each goal • Employee will Put remark against field against each goal

• Manager Review • Manager Put Percentage against each goal submitted by employee • Put his remark and score get calculated automatically

• HOD Review • HOD can see appraisal submitted by Employee and Manager with respective

Percentage against each goal, Score and Comment • Put his remark and score get calculated automatically

• HR Review • Can not change the final rating given by HOD • Do Overall Evaluation • Put Remark on Career Path • Recommended employee for Next Grade & Salary Revision

Reports

Performance Evaluation Form Submitted / Not Submitted

Next Year KRA Form Submitted / Not Submitted

Training Need Identify

Career Progress Chart

Review Report for all stages

Thank You

Sandeep Jadhao

India Head – Marketing & Sales

Emsphere Technologies Pvt. Ltd.

M: +91. 8788616038 / 9922282527

W: www.emSphere.com

E: sandeep.jadhao@emsphere.com

LinkedIn: https://www.linkedin.com/in/jadhaosandeep/