The document provides an introduction to performance management systems (PMS). It explains that PMS aims to provide a uniform and transparent appraisal system for an organization by ensuring employees work towards overall organizational success. It describes the importance of setting goals that are specific, measurable, achievable, relevant and time-based at the organizational, departmental, and individual levels. Finally, it outlines the four-step PMS cycle of planning, development, coaching, and evaluation.

1. Introduction to Performance
Management System (PMS)

2. What is Performance Management
System?
o Performance Management System is a tool aimed at providing a
uniform and transparent appraisal system for the entire
organization.
o This is a very effective system, which aims at ensuring that
employees are focusing their work efforts in ways that contribute to
achieving the overall success of the organization.

3. Goal/KRA-Setting
 Goal-setting is the foundation for personal and
business success.
 Goal-setting enables you to achieve your dreams
and achieve your resolutions,
 It is the framework for management success.
 Goal-setting is the fuel that flames your onward
progress
KRA (Key Result Areas)/Goal-setting should be
done keeping the following crucial points in
focus:-
• S – specific
• M - measurable
• A - achievable
• R - relevant
• T - time-based
Department Goals
Org
Goals
Division Goals
Individual Goals

4. KRA/KPI-Setting

5. Performance Management Cycle
1. Planning:
 Establish link between
organizational, departmental,
team and individual objectives
 Identify and agree on
important job responsibilities
and individual needs.
4. Evaluation:
 Review the employee’s self
evaluation.
 Summarize and rate the
employee’s performance.
 Hold meetings to discuss the
employee’s performance.
 Continue the cycle.
2. Development:
 Discuss development of
employee’s work-related skills,
knowledge and experience.
 Base the development plan on
both organizational and
individual needs.
3. Coaching:
 Observe and record the
employee’s performance and
provide feedback.
- Recognize accomplishments
- Resolve problems.
- Revise performance and/or
development plans as needed.
 Hold a mid-year review.

6. Goals Setting

7. Probation Assessment

8. Training Compliance Matrix

9. Mid-Year Assessment for Confirmed
Employees

10. Year-End Assessment

11. Review Process for Reporting
Managers

12. Managers’ Review Screen

13. Year-End Review

14. Star Performance Assessment

15. Promotions Assessment

16. Training Effectiveness Assessment