1. Performance Management
System
Presented To:
Prof. Furqan Humayun
Presented by:
Aima Masood 00-30
MCOM 2012
Punjab College

2. COMPANY
• As we have chosen Punjab Group Of
Colleges for performance management
system.
• The Punjab Group of Colleges established its first facility, the
Punjab College of Commerce. In 1985 in Muslim Town on Canal
Bank in Lahore, followed a few years later by the Punjab Law
College. Since then the Punjab Group (PGC) has successfully
branched out into various cities of Punjab. Following arrangements
with foreign accredited universities, Punjab College of Business
Administration (PCBA) was established in 1991 and Punjab Institute
of Computer Science (PICS), in 1993, at Lahore.

3. Mission Statement
To train students to develop their skills to
think cogently: to act rationally; to express
themselves coherently; to work diligently
and to function compassionately in all
avenues of life as they strive to build a
cohesive, proud and sovereign nation.

4. Values
It rests on the nine core values of
Honesty,
Integrity,
Fairness,
Respect,
Trust,
Purposefulness,
Responsibility,
Citizenship
and Caring.

5. Current Year Objectives
• Its current year objectives is to provide
quality education by highly qualified
teachers.
• Expand its college campuses, universities
schools systems.
• Its object is not only teaching but also
inspire.

6. Organizational Structure
As far as the organizational structure
It is centralized. Feedback can be taken
from employees but the final result will be
taken by the organization.

7. PMS System
Integration with other human resources
and development activities
PM provides information for:
TNA to meet organizational needs:
If we talk about our chosen organization there is no training
need analysis are used to conduct to meet organizational
need. If an employee is not performing up to the standard
instead of providing training, his job is being rotated.

8. Workforce planning:
In this Organization workforce planning do
exist. They had a proper planning used to
align the needs and priorities of the
organization.

9. Recruitment and hiring decisions:
The recruitment and hiring decision of this
organization is ineffective. Most of the time
the employee didn’t get its proper job
description apart from a bit information
regarding his job. The organization usually
hire their employee based on the
qualification, their experience and based on
the benchmark which they made on the
performance of previously hired employees.

10. Development of compensation systems
In this organization there is such as no
proper compensation system exist.
Sometimes in order to compensate the
employees additional work hours are given
to them.

11. Purposes of PM Systems
Strategic
The organization used to align employee
behavior with organizational goals directly

12. Administrative
• Organization doesn't provide information
to the employee regarding any of the
following
• Salary adjustments
• Promotions
• Retention, termination or Layoffs
• Recognition or punishment

13. Informational
• In this organization objects are made by
the top management and communicated
among the employees. They communicate
to the employees what they are expecting
from them.

14. Developmental
• as far as employees feedback, it
conducted according to their performance
which shows whether they are performing
good or bad. But they don’t have any plan
to overcome their deficiencies if they are
present in their bad performance.

15. Documentation
• PMS helps in meeting the legal
requirement of the organization. If we talk
about the salary, they give salary to the
employees according to the requirement of
a standard pay. If an employee work more
than its required hours an additional pay
has been given to them.

16. Performance Management Process

17. Performance Management
Process
Prerequisites
Performance
Renewal and Performance
planning
Re-contracting
Performance Performance
review execution
Performance
Assumption

18. Prerequisites
• Employees clearly know the mission of the
organization, the organization align their
goals and objectives with the department
but not with the employee.
• Job analysis:
As Far as the job analysis is concerned no
job analysis is conducted in this organization

19. Performance Standard
Result
Behavior
Credit hours
Feedback

20. Performance Planning
Developmental Plans
As far as the developmental plans are concerned the
employee by staying in his position try to develop himself, if
on the organizational level there is no such room for it.

21. Measuring result
They used to measure result by MBO.
By providing key elements
Goal specificity of the employees.
Clear time period.
Performance feedback.

22. Measuring Behavior
• Measuring their behavior the organization
used absolute method to measure their
behavior.
• For this purpose they used graphic rating
scale.

23. GAP ANALYSIS
After analyzing the performance
management system of this organization
there is huge gap in the system. In this
organization The some key point of the
Performance Management system is
missing.
The method of recruitment is ineffective of
this organization as Job analysis is not
conducted.

24. Group Swot
Strength
•Communication
•Coordination
•Team work
•No room for conflicts
•Respect each others point of view
Weakness
• Work at eleventh hour
• Easily don’t digest any person in our group
Opportunity
• We are strong enough to avail any difficult task
• This is our opportunity that we worked for that organization
Threat
• Threats from other groups
• As we work the eleventh hour so there is always a threat that whether we will complete
our task or not.

25. OUR LEARNING
After analysis we learn that performance management
system is very important to asses whether we are
performing good or bad, whether we are better than other
sub ordinate or worst. Because of proper PMS we can
come to know we are on which grounds whether we need
promotion or we are having deficiencies in our
performance.
In last I will like to conclude that PMS is very important in
order to asses and develop ourselves.