I once saw internet service promotion quote in a book by Tom Clancy, called "Net Force" (Published by Headline Book Publishing, a Division of Hodder Headline PLC, ISBN 0 7472 6040 0). The quote read:
"Remember malaysia hotel Rule of the 5Ps
- Proper Planning Prevents Poor Performance"
I could not agree more! (Actually the quote was the 6Ps - I left out the four-letter expletive that went before the word 'poor'!) In my view, the essence of a good performance management system revolves around planning - in this case individual performance planning, derived from organisational planning. When this model is followed, not only will planned business goals be more effectively achieved, individuals will be more motivated, as they know with greater clarity than ever before, exactly what is expected of them, and what their part has been in the company's success. Organisations that are better able to reward good performances, are planning for their future success.
The Performance Management System (PMS) which I have designed for a number of companies here, has two distinct parts A and B, and is the means by which individual managerial or supervisory performance is linked to an organisation's business objectives and operating plans (Part A) and to the organisation's future through assessing the potential of each managerial or executive level employee(Part B). Westell Model 6100 Dsl Modem any company to be successful every Manager must establish and agree precise, measurable and objective standards and goals for individual performance that will in turn lead to improved performance by the company as a whole.
This Performance Management System (and its sister system, covering clerical and operator level employees), is put together after many years of experience with performance management, both as a Corporate Human Resource Manager and as a Consultant. Our aim is to provide our clients with all the company needs to introduce a simple, but effective system of measuring and rewarding employee performances.
The Aims of PMS
PMS aims to make every managerial and supervisory level employee completely aware of the company's business plans, and through the cascading of those plans to individuals, provide them with the motivation to achieve, and then, the ownership of success
PMS is concerned with improvement - internet broadband speed test through increased 512k dsl by each individual and personally through the broadening of experience and career opportunities.
It aims to make the appraisal of Managers and Supervisors as fair as possible and less subjective, by focusing tm streamyx com planning, performance, priorities and key result areas.
It seeks to provide rigorous and current information about an executive in order to activate appropriate training and development opportunities and to facilitate career progression.
The Role of PMS
PMS is central not only to a need to develop, train and motivate employees, but also to its continued business success. It provides a structure to focus the resources and activities of all Managers on achieving the company's major business objectives. PMS is the basis for assessment of performance, ability and potential and an essential source of data on employees for manpower and succession planning purposes.
Completion of Parts A and B are best separated in time, eg by six months. When the two quite different objectives of each part are separated in time, the experience of many major companies has been that far more effective attention is given to the assessment of individuals' potential, development and training needs.
However, if a company so chooses, there is nothing to prevent them carrying out Parts A and B at the same time, say both at the end of the year. But we do urge such companies to malaysia weather two separate discussions between voip phone services and Appraisee, in order that sufficient focus is directed to the employee's longer-term potential and training and development needs.
PMS has four basic components, which are largely guided by the business planning cycle.
Performance Planning
In January (or at the start of the cycle, if it is not January) of each year, following the company's annual business planning process, and the previous year's appraisal on each Manager and Executive, the Appraiser and Appraisee jointly AGREE targets for the coming year, which must flow from agreed Key Result Areas. These individual targets cascade directly from the company's corporate business objectives, and are supplemented by more personal goals that are Telekom Malaysia developmental in nature.
Performance Review
Throughout the year, Appraiser and Appraisee need to have regular informal meetings to review progress against targets. They examine together where revisions may need to be made in the light of changing business priorities, or where it is kuala lumpur to kota kinabalu that a previously agreed target may now be unattainable due to circumstances beyond the control of the Appraisee. Changes to targets should not ordinarily be made in cases where targets have been achieved or exceeded far earlier than expected. However, Appraiser and Appraisee may agree on additional targets where this will benefit both the company and the Appraisee.
Whilst Performance Review discussions do not need to be dsl internet access formally, Appraisers should keep a simple record of the discussion to help with the formal year-end appraisal. Any amendments to targets, however, should be recorded for help with the year end appraisal. I would recommend that these reviews take place at least quarterly.
Performance Appraisal
In December each year (or at the end of the cycle, if company does not operate on a calendar year), Appraiser and Appraisee meet to discuss, review and evaluate the Appraisee's performance. The Overall Appraisal Rating will determine the quantum of merit increment to be awarded.
Performance Development Assessment
This takes place at mid-year, usually (but not necessarily) concurrent to the mid year review of performance. It is separated in time from the formal Performance Appraisal in order that the focus is totally on the employee's future. This enables the discussion to be free of the constraints often imposed by the Performance Appraisal's focus on the Overall Performance Rating and its link to financial reward.
The completion of the Performance Development Assessment form helps us to obtain qualitative information about each Manager's or Supervisor's abilities, potential, aspirations career direction and development needs.
Whilst this fourth component may not have short-term impact upon the company's business plans and results, it is clearly essential in the longer term. This is particularly true when looking at the section on Long Term Career Potential. This forward looking assessment examines the Appraiser's view now on the Appraisee's potential in fairly senior Wireless Modem Security and is an essential part of long term succession planning.
There is so much that can be said and written about performance appraisals, and I'll Dsl Cable Modem Router this suffice for now, but will return to the topic again in the future.
Michael Davies is British, but a long term (30 years) resident in Asia, mostly in Hong Kong and Malaysia. He is a partner in a small but highly competitive management and human resource consultancy based in Kuala Lumpur, but covering most of the Asia Pacific region. Michael can be contacted at mikedaviesATskillnet-resourcesDOTcom or by phone on +6012 3377498.
