PMS LR

1. Bheemanathini , Srinivasan B and Jayaraman A, (2019)
Researcher Studied that In this extreme competition, various
organizations uses the strategies to attract the employees and retaining
the employees. Human Resource department plays a very important role
in the organization to analyze the performance of the employees by
newer methods such as Performance Management System (PMS). This
study provides a review on methods of performance management
appraisal system for evaluating the work performance of the employees
in organizations. The goals of organization can be achieved by using
different appraisal methods. Every method of the performance
management appraisal system has its weaknesses and strengths that may
suits for one organization and not suitable for other organizations. The
methods are divided into two categories: Conventional methods ie,
Essay appraisal method, Forced choice method, Field review method
and Recent methods, Ranking method,etc and Recent method
Management by objectives, Behavior rating method, 360 Degree
feedback method, Cost accounting process. After the study researcher
concluded that the companies must evaluate the employees work
performance effectively and fairly. The evaluating members should have
enough knowledge to analyze the employee’s performance. The
organizations should retain the good performers. Employees need
regular and quality feedback to increase their skills, abilities.
Recognition of employee’s helps them to retain and balance their career.
The management should conduct the performance management system
for the employees frequently to obtain good results. The organizations
should know the various methods of performance management system
process correctly to evaluate their employees.It is concluded that
choosing an appropriate performance management appraisal method is
a strategic tool in organizations to achieve the goals.
Bheemanathini, S. (2019). Industrial Engineering & Management A
Review on Performance Management System ( PMS ) Methods for
Employees Appraisal in an Organization. 8(2), 2–4.
Ritu Sharma and Anjali ,(2018)
Researcher Studied that Performance management system is very
important for any organization as with this effective performance of

2. employees can be measured which leads the organization to achieve its
ultimate goal and also helps to identify best performer who can be
suitable for leading organization to success in future also. The purpose
of this research is to understand the concept of Performance
Management System and find the appraisal method used in Performance
Management System by different industries along with the new trend
and policies adopted these days according to market trends. On the basis
of study on performance management system researcher found few
gaps in the current PMS of organizations which is leading Dis-
satisfaction in employee converting into conflict among employees and
managers, lowering morale, losing interest in work to achieve individual
goal and with this organizational goal is being affected . With the overall
study it can be said that Performance Management System is the vital
key in Human Resource management in other words it is the driver
which helps to achieve business result. An efficient PMS can boost the
system to maximize employee performance and encourage
organizational climate of trust, collaboration, communication, team
work etc. It is important for an organization to have such system which
not only identify high performer but also help employees and
organization to achieve sustainable growth. Thus researcher concluded
that with the passage of time modification and adaption of new
technological tools is required to make the system more strong and
smooth functioning which results in more efficient and conflict free
environment within organization that it can connect the employee’s
performance expectation to that of the organisational goal.
Sharma, R. (n.d.). Performance Management System : A Strategic
Tool for HRM. 8(4), 252–258.
Md. Aktaruzzaman Santi , Abdur Rahim, (2018)
This research was carried out with a main purpose of finding out the
Influence of Performance Management System on Employee
performance. The objective of the study was to determine the Influence
of PMS on Employee performance in Food Products Ltd. The specific
research objectives that guided the study were; to determine the extent
to which development of performance plans influences Employee
performance in consumer Food Products Ltd, to assess the extent to
which review of employee progress on an ongoing basis influences

3. Employee performance in consumer Food Products Ltd, to assess the
extent to which training and development of employee needs influences
Employee performance in consumer Food Products Ltd and to assess the
extent to which rewarding of employees influences Employee
performance in consumer Food Products Ltd. Reseacher with his
findings revealed that Training & development of employee progress on
ongoing basis influences employee productivity to a greater extend as it
was indicated by the findings. Also, Actual performance could be
compared to the desired performance; therefore, the outcome is
evaluated and a development plan is set based on the weakness.
Coaching & feedback also influences productivity. Effective and
efficient Coaching & feedback policies should be put in place to
continuously equip staff with skill. As technology changes there is need
for a continuous improvement and adaptability to technology. In
performance management, rewarding systems influence employee
productivity. A reward motivates, attracts and retains the right kind of
people hence facilitates the implementation of strategy. Therefore,
Consumer Food Products Ltd. can set itself as a market leader in case of
employee performance sector by maintaining appropriate PMS rules,
regulations, and policy in the organization.
Santi, M. A., & Rahim, A. (2021). The Effects of Performance
Management System on Employee Performance.: A Study.
International Journal of Scientific and Research Publications (IJSRP),
11(8), 491–501. https://doi.org/10.29322/ijsrp.11.08.2021.p11661
Dabhade, N., & Yadav, R. K. (2013)
This research aims to figure out the key variables that are having strong
influence on Performance management system with special reference to
BHEL, Bhopal (M.P.) Performance management is a broad concept that
involves understanding and acting on the performance issues at each
level of organization, from individuals, teams and departments to the
organization itself. The study is a descriptive study. Questionnaire was
designed to collect the data from various employees and staff members
of BHEL, Bhopal (M. P.) Objectives includes to study the process of
performance management system followed by BHEL, to analyze the
awareness and satisfaction level of employees towards PMS in BHEL,
To study the impact of PMS on performance of the employee and to

4. study the effects of PMS on career development of employees. The
overall purpose of this study was to test the key variables that are having
strong influence on Performance management system with special
reference to BHEL, Bhopal. Researcher found that majority of
employees in BHEL, Bhopal are well aware about the Performance
Management system of the company. Employees are of the opinion that
their evaluation should be done by seniors as well as by self. Employees
in the organization are not happy with the non-transparency of the
Performance Appraisal System. Employees have a common thinking
that the ratings given should be revealed to the respective employee.
Since Performance measures are now widely used within public sector
organizations, but there is a lack of evidence regarding their usefulness.
Hence it is still not clear to what extent performance measures help
agencies to achieve the goals. There is a strong need for a healthy
performance management system to be introduced in the government
covering all organizations and different levels of functionaries.
Measuring performance is useful only when it translates into action.
Performance management tools by themselves do not create sustained
high performance.Researcher concluded that, It is important to create an
environment conducive for effective and efficient performance with a
system of rewards and punishment, besides building capacity at all levels
of government to get results.
Rajesh, K. (2013). Performance Management System in Maharatna
Companies ( A Leading Public Sector Undertaking ) of India - A Case
Study of B . H . E . L ., Bhopal ( M . P .) Performance management
system in Maharatna Companies ( a leading public sector undertaking
) of India – a case study of B . H . E . L ., Bhopal ( M . P .).
https://doi.org/10.18052/www.scipress.com/ILSHS.4.49
Ms.Zipporah,(2022)
In performance management individuals share their understanding of
contribution to an organizationsgoal. The paper aims to describe how
performance management forms a tool for creating a high performance
work culture. This research paper focuses on the impact of performance
management on employee and their individual growth. Finally it tells
how organizationcan give better work environment to employees so that
they become productive. The main reason behind the study is to analyse

5. how important performance management is in the software company
Infosys. In the ever changing, dynamic environment it is desired for the
companies to get the better result from the employees. This study used
descriptive research design. The study population was 150 employees at
INFOSYS Researcher found that there is an association between
performance management system and the management helping in
enhancement of employee performance to create the best workplace.
Infosys has taken up new performance appraisal methodology called
iCount for its workers that looks forward to award performers on the
basis of specific targets. As a part of iCount, workers will be given
feedback and also undergo judgments throughout the year rather than
undergoing the same annually. It was found that the performance
management system is helping the employees understand their strengths
and work on their weaknesses. Employees are thus able to understand
what the management is expecting out of them in terms of performance.
The questionnaire helped in knowing that employees are aware of the
parameters on which the management is rating them, so that they
transform their method ofworking. Researcher concluded that the
appraisers and reviewers should be trained so that the appraisal process
becomes consistent across the entire organization.
Zipporah, M. (2022). PERFORMANCE MANAGEMENT – A TOOL FOR
HIGHPERFORMANCE WORK CULTURE AT INFOSYS. 28(02).
https://doi.org/10.47750/cibg.2022.28.02.010