It gives us immense pleasure to announce our next Greytribe live session, being conducted on May 5th, Friday at 3:30 PM to 4:00 PM.
This time, there will be an exclusive 30 minutes of LIVE discussion thread with the Expert Mr. Om Narayran Rai, General Manager - Human Resources, Infopro Learning Inc. on the topic ‘Trends and Practices in Performance Management.’
We thank each one of you for the continuous support and enthusiasm that you bring to the LIVE community session. Your support motivates us and we strive harder every time to come up with new, exciting, and informative sessions. Much appreciated.
Requesting members to post their doubts/queries related to performance management on this post and get them answered by the Industry Expert on May 5th, 2023.
Join the Greytribe live session on ‘Trends and Practices in Performance Management’ and get all your queries answered by expert Mr. Om Narayan Rai, General Manager - Human Resources, Infopro Learning Inc. from 3:30 pm to 4:00 pm on Friday, 5th May.
Join the Greytribe live session on ‘Trends and Practices in Performance Management’ and get all your queries answered by expert Mr. Om Narayan Rai, General Manager - Human Resources, Infopro Learning Inc. from 3:30 pm to 4:00 pm today.
It’s a live chat session and you can join this page at 3.30 PM and start the discussion with our expert. You can also share your queries in advance; our expert will pick them up first.
Let’s welcome today’s expert for the session, Mr. Om Narayan Rai, General Manager - Human Resources, Infopro Learning, Inc.
He has 16+ years of Corporate & Start-up Experience. In his various global HR roles, he has led, advised, and transformed HR organizations in both corporate and start-up. He has spearheaded Greenfield business operations setups in Europe, the United Kingdom, and Germany and managed post-M&A integrations in Eastern Europe, Central Europe, and India. Over the last decade, Om has specialized in cross-cultural integrations and Leadership Development in companies like Exl Service, Max Life Insurance, AON Hewitt, Wipro Technologies, and Easypolicy.
We are thankful to him for joining our session today as the expert to share his views, expertise, thoughts, and knowledge.
Once again, a very warm welcome to you Mr. Om.
We also open the session for questions after this post.
Not an easy answer but let me try my bit. There are various pillars of an organization. They strive for certain objectives. For example The investor’s value the strength of stock performance in the market, while Board of Directors are worried about financial performance and strategic investments, yes they do look at succession plans periodically, while senior leaders within the organization are focused on the Talent Engagement, Development and Retention. Employees on the other hand want to work for an organization that has great reputation, where the work they do gives them certain level of autonomy while contributing to org level objectives and of course make monies and customers evaluate products and services on competitive pricing, features. Employee customer relations brings financial value to organization.
Not an easy answer but let me try my bit. There are various pillars of an organization. They strive for certain objectives. For example The investor’s value the strength of stock performance in the market, while Board of Directors are worried about financial performance and strategic investments, yes they do look at succession plans periodically, while senior leaders within the organization are focused on the Talent Engagement, Development and Retention. Employees on the other hand want to work for an organization that has great reputation, where the work they do gives them certain level of autonomy while contributing to org level objectives and of course make monies and customers evaluate products and services on competitive pricing, features. Employee customer relations brings financial value to the organization.
The step begins with the Organizational Goal, as they define the need of Jobs, various Job Roles their KPIs, which transforms into a well-defined JD. The softer aspects of skill and experience i.e. Competencies and their Behavioral Indicators are also identified. Both aspects: Actual Goal Achievement and Behavioral Indicators are taken into account to enable views from Supervisory levels, Direct Reports, Cross functional teams and customers. Validation of claims - of achieving goals etc plays an important role
Hello Sir,
Is there any way to manage performance without salary hike due to loss in the business at the same time to retain people to hope for profits?
@Prabha
There are aspects that needs to considered like: Ease of adoption, nimbleness, having logic to provide scale of measurement, archival, capability to have an API interface to enable validations of goals achievement claims (if need be). However it begins with the data that is fed to the system
Its a myth to look at PMS as mean to give Increments or bonuses. In the era where skill is a currency, autonomy to deliver work is human need, money will always be part but never be primary. How are you investing in enhancing human capability aka my employability is what matters the most. Skill need boom bursts sooner or later. Overall capability matters. So, you need to define the investment in human capability, communicate that clearly
@ManasaRP There is no straight answer to it. Sadly most of the PMS tools available in the market do not reflect HR as functional partner to its wire frame design. As a result we have very complex platforms available. I would prefer telling you what are the aspects you should evaluate, than recommending a tool/platform per say. I have already mentioned those aspects
