Performance Management System (PMS) Practices in Ramagundam Super Thermal Power Station (RSTPS), Telangana
Dr. Kamjula Neelima, Post-Doctoral Research Scholar, Department of School of Management, National Institute of Technology, Warangal (Telangana), India.
Manuscript received on 23 May 2019 | Revised Manuscript received on 13 June 2019 | Manuscript Published on 27 June 2019 | PP: 346-351 | Volume-8 Issue-1C May 2019 | Retrieval Number: A10590581C19/2019©BEIESP
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© The Authors. Blue Eyes Intelligence Engineering and Sciences Publication (BEIESP). This is an open access article under the CC-BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/)
Abstract: The Performance Management System (PMS)has come as a boon for organizations to identify the exact requirements to achieve organization’s goals and by the way to identify the right personality for the higher/horizontal positions. This system can better evaluate the employees in the organizations. Organizations which largely depend on the skills of its Human Resources may find Performance Management System as the right strategy for evaluation. To set the exact objectives for employees based on performance to work in the exact task which all together different in job descriptions, responsibilities, skills required and the roles. To cater this change in the need for promotions, evaluation of performance there should be a system which manages the employee performance. PMS evaluates the performance of managers for promotions, transfers, deputations, increments to develop employee’scareer through their skills evaluation and also potential to perform the tasks of higher positions.
Keywords: Mid-year Review, Normalization, Performance Management System, PMS Cycle, Self-Appraisal.
Scope of the Article: Thermal Engineering