About GPMS
Group performance Management system
The GPMS is an initiative under Project SHIKHAR with the intent to have an objective and
transparent system for assessing performance. The GPMS among other things will also be used
for giving out performance based financial and non-financial incentives. Going forward,
this GPMS can be the basis for a broader set of performance-based HR policies.
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Performance Management :: History
Armstrong and Baron (1998) defined performance management as a process which contributes to the effective management of individuals and teams in order to achieve high levels of organizational performance. As such, it establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure that it is achieved'. Performance management should be Strategic, Integrated and should incorporate Performance improvement, Development and Manageable. Corporate strategic goals provide the starting point for business and departmental goals, followed by agreement on performance and development, leading to the drawing up of plans between individuals and managers, with continuous monitoring and feedback supported by formal reviews.The major contribution of performance management is its focus on achieving results -- useful products and services for customers inside and outside the organization. Performance management redirects our efforts away from busyness toward effectiveness. Increasing competition from businesses across the world has meant that all businesses must be much more careful about the choice of strategies to remain competitive. This situation has put more focus on effectiveness, that systems and processes in the organization be applied in the right way to the right things: to achieve results. All of the results across the organization must continue to be aligned to achieve the overall results desired by the organization for it to survive and thrive. Only then it be said that the organization and its various parts are really performing.