Human resources are an organizations most valuable asset. They define the efficiency, effectiveness and over-all quality of service in any industry. The
government sector is no exception. The need to establish an effective system that accurately evaluates the performance of its workers for the purpose of
determining tenure, transfers or promotions, and appropriate incentives is of absolute urgency.
Far-reaching changes in the global economy have made it imperative for the governments all over the world to improve the quality of their governance structures. The Government of India has also introduced the New Public Management concepts in public administration with emphasis on ‘results’ or ‘performance’ to improve the efficiency and effectiveness of public services.
There is a strong need for a robust performance management system to be introduced in the government covering all organizations and different levels of functionaries. The alignment between individual performance and organizational goal is also of utmost importance by introducing an appropriate set of performance indicators.
The Government of India has developed monitoring and evaluation systems for its development programs, supported by a well-planned institutional framework. It also has a performance appraisal mechanism for its civil servants. However, it is time to move from measurement of input usage for programs and appraisal of process compliance to assessment of outcomes and impacts through a well designed system of ‘performance management.
There is a strong need for a comprehensive performance management system providing multi-dimensional assessment of performance. Setting targets and priorities in line with government’s plans and available resources. Preparation and periodical review of performance indicators of each employee with well-defined principles for achievement.
There is need for development of a new tool/instrument that will establish a culture of
performance and accountability in the bureaucracy. A strong Performance
Management System (PMS) which meaningfully and objectively links employee performance vis-à-vis its Organizational Vision, Mission, and Strategic Goals.
It endeavors to purposely link performance with one’s rewards and benefits in the service as a means of professionalizing the Civil Service.
Performance Management
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. These issues include leadership, decision making, motivation, encouraging innovation and risk taking among others.
Performance management in government is the managerial activity necessary to promote well-performing policy management and service delivery.
Performance management is the systematic process by which the organization involves its
employees, as individuals and members of a group, in improving organizational effectiveness
in the accomplishment of organizational mission and goals” - The Second Administrative Reforms Commission.
Performance Management System
JSM’s PMS is a system which would enable organizations to meaningfully and objectively link employees performance vis-à-vis the agency’s Organizational Vision, Mission and Strategic Goals. It is a technology composed of strategies, methods, and tools for ensuring fulfillment of the functions of the offices and its personnel as well as for assessing the quality, quantity and timeliness of the accomplishments.
A PMS Solution has 3 main perspectives
• as a system for managing organizational performance
• as a system for managing employee performance
• as a system for integrating the management of organizational and employee performance
The JSM PMS system is also seen as a significant link in the entire process of attaining the Organization’s goals because it aims to produce information useful in
planning, management and decision-making processes and to help address crucial management issues and constraints.
Individual contributions should be linked to the strategic objectives of the organization. Annual performance agreements to be signed between the Minister and the Secretary/Heads of Departments, providing physical and verifiable details of the work to be done during a financial year.
JSM PMS is an integrated system for managing performance.
The PMS Objectives
The following are the objective of the PMS:
To align individual performance goals with the organization’s strategic goals/vision
To ensure organizational effectiveness by cascading institutional accountabilities to the various levels of the organization’s hierarchy
To have performance management linked to other HR systems
PMS Calendar
JSM PMS Calendar is a guide which tells when and what processes / forms must be submitted and when PMS activities must be undertaken.
Memorandum of Understanding (MoU) in Public enterprises
This is a major instrument of performance management in public enterprises. It is essentially a negotiated performance agreement between government and the management of the public enterprises. It specifies the expectations and responsibilities of both the parties and once the MoU is signed, the government is expected not to interfere in the day to day operations of the enterprises. This system improves accountability and enhances autonomy
JSM provides a PMS Solution that supports MoU based performance management system.
Online filing of APARs
Online filing of APARs is crucial for good governance as it eliminates the possibility of any manipulation in the physical forms and ensures timely submission and finalisation of APARs which are invaluable tools for assessing the performance of officers with a view to chalk out their career progression and training needs. Further, availability of APARs online makes them readily accessible to the officers concerned thereby making the system transparent and immune to inefficiencies associated with physical transit of APARs.
As a measure towards good governance, Government Departments are making online filing of Performance Appraisal Reports (PAR) mandatory. JSM PAR Software automates the online submission of PAR.
JSM PMS software solutions automates the process of Annual Performance Appraisal Report (APAR) of CCS Officers and other cadres.
Usage of JSM PMS Solutions
Every organization that wants to develop and compensate its employees
needs to have some systems for determining where they are doing well,
where they need help, and what their job is “worth.” This is the job of
performance appraisal or evaluation systems. Some of its uses include:
• Giving feedback to employees.
• Giving directions to employees.
• Identifying training needs.
• Fostering communication between manager and employee.
• Providing evidence for promotion decisions.
• Providing a basis for compensation decision.
• Serving as a defence in legal cases associated with promotions or terminations.
JSM PMS Solutions aims to maintain and improve the ability of the organization to
achieve corporate objectives through the development of strategies designed
to enhance the contribution of manpower at all times. By having a set of
evaluation tools that measure different group of employees, the tools tend to validate the result of each other.
A PMS Solution that allows for an objective performance rating which shall serve as basis for incentives and rewards, promotion, training and development, personnel actions and administrative sanctions .
JSM PMS Software solution provides for the identification of the outputs as well as the job-related behaviours of the position/functions and the corresponding performance standards which should be mutually agreed upon between the supervisor and the subordinates.
JSM PMS Software solutions enable Supervisors to be given opportunity by the System to make comments and recommendations regarding employee’s strengths and weaknesses which may be instrumental in furthering his career or identifying constraints that may impede his development.
JSM PMS Software solutions allows for an employee who expresses dissatisfaction with the rating given him may appeal through the duly established Grievance Procedure of the Department or Agency within 15 days after receipt of his copy of his performance rating.
JSM PMS Solution allows for dissemination of the details of the annual performance agreements and the results of the assessment by all authorities.
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Learn More About JSM Software Solutions For PMS & PAR Public Sector
JSM PMS software for Public Sector