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HR System

Performance Management

Design Evaluation System (KPI)

Evaluation
The competencies used in a performance appraisal form are ineffective. This appraisal form criteria needs to be adjusted to be used effectively for other positions. Moreover, the scores can be subject to bias from the appraisers.

Appraisal
The managers do not fully understand the role of appraisers and their importance. Additionally, the managers fail to accurately evaluate their subordinates’ performance.

Process

Step 1: Management Meeting

  • To identify and clarify the company direction (short-term and long-term plan).
  • To confirm company’s core competencies, vision, and mission.
  • To finalise the project plan and approaches.

Step 2: Workshop / Interview

  • To understand and confirm roles and responsibilities of each position.
  • To identify the differences between each position.
  • To identify the relationship between different positions and departments.

Step 3: KPI / JD Analysis

  • Analyse the actual roles and responsibilities to identify appropriate KPIs and competencies
  • Identify appropriate ratios between KPIs and competencies
  • Propose an evaluation system that allows the company to identify the potential successors

Step 4: Evaluation Scheme Presentation

  • Present the evaluation scheme to the management team for the feedback
  • Pasona will conduct a presentation meeting periodically to update the project status and findings.

Step 5: Scheme Adjustment

  • Adjust the evaluation scheme based on feedback given by the company
  • Ensure that the proposed scheme benefits the company in the long term

Step 6: Training / Educating

  • Educate managers on how to effectively use the new evaluation scheme
Pasona-Performance-management-3

Pasona 360 Assessment

Performance management requires the communication between employer and employee to set a goal and working process to meet the company expectation. It is a process that drives the company forward along as develop employee efficiency by training, developing, and evaluation.

Pasona 360 Assessment is a multisource assessment that reflexes an individual performance through their supervisor, subordinate, colleague, external stakeholders, client, vendor, and themselves point of view. The organization can use the data to enhance employee effectiveness and organizational engagement as well as create a development plan to uplift employee performance. Our clients can customize their competency in the Pasona 360 assessment without limitation.

This system could reduce the deviation result from the assessor bias and having an insular attitude. Moreover, it provides a broader perspective on employees performance. To apply this system to your organization, it requires a professional consultant who has a strong experience in creating a questionnaire that suitable for every position and training users to implement the system correctly.

Key Benefits

1: Create a culture of openness
Employees have a chance to express what they like and dislike about their colleagues they work with and hear what they’re doing well and could improve.

2: Enhance employee self-awareness
The employee can compare self-ratings to the group ratings to help identify potential “blind spots” or areas that need to develop.

3: Identify development opportunities
By capturing the strengths and area of developments, leaders can effectively plan development.

4: Reduce employee turnover
Church (2000) found that managers who received positive 360-degree feedback had lower turnover and higher service quality in their teams.

5: Identify the right talents
The 360 assessments provide ratings of the competencies critical to success in your organization and can reinforce its culture and values.

Pasona-web-image-11

Salary Structure

This service focuses on designing or redesigning the salary structure of organisations to be more appropriate, effective, and competitive in the market. The process of designing or redesigning the salary structure includes job rating, salary survey, and job grading. An appropriate salary structure is part of an essential foundation for any organisation to recruit, retain, and develop talent easily and sustainably. The entire process will be handled by dedicated professional consultants and teams with the know-how to ensure maximum effectiveness and excellent service quality.

Competitive salary structure does not mean that organisations need to pay as much as they can, but they do need to take into account the market rate and tailor an appropriate salary structure. Additionally, a well-thought-out salary structure allows organisations to retain talent, as there are appropriate career paths and room for flexibility when it comes to salary increments. This is a very critical and sensitive process, which needs to be handled professionally and carefully to minimize the possible impacts that might occur after a new salary structure is implemented.

Pasona-web-image-4

To learn more about our services

Thailand Head Quarter

26th Floor, Sathorn Square
Office Tower,
98 North Sathorn Road, Silom,
Bangrak, Bangkok 10500, Thailand

TEL: +662-108-1250
E-mail: info@pasona.co.th

©2021 PASONA THAILAND. ALL RIGHTS RESERVED.

HR System

Performance Management

Design Evaluation System (KPI)

Evaluation
The competencies used in a performance appraisal form are ineffective. This appraisal form criteria needs to be adjusted to be used effectively for other positions. Moreover, the scores can be subject to bias from the appraisers.

Upraisal
The managers do not fully understand the role of appraisers and their importance. Additionally, the managers fail to accurately evaluate their subordinates’ performance.

Process

Step 1: Management Meeting    

  • To identify and clarify the company direction (short-term and long-term plan).
  • To confirm company’s core competencies, vision, and mission.
  • To finalise the project plan and approaches.

Step 2: Workshop / Interview

  • To understand and confirm roles and responsibilities of each position.
  • To identify the differences between each position.
  • To identify the relationship between different positions and departments.

Step 3: KPI / JD Analysis

  • Analyse the actual roles and responsibilities to identify appropriate KPIs and competencies
  • Identify appropriate ratios between KPIs and competencies
  • Propose an evaluation system that allows the company to identify the potential successors

Step 4: Evaluation Scheme Presentation

  • Present the evaluation scheme to the management team for the feedback
  • Pasona will conduct a presentation meeting periodically to update the project status and findings.

Step 5: Scheme Adjustment

  • Adjust the evaluation scheme based on feedback given by the company
  • Ensure that the proposed scheme benefits the company in the long term

Step 6: Training / Educating

  • Educate managers on how to effectively use the new evaluation scheme
Pasona-Performance-management-3

Pasona 360 Assessment

Performance management requires the communication between employer and employee to set a goal and working process to meet the company expectation. It is a process that drives the company forward along as develop employee efficiency by training, developing, and evaluation.

Pasona 360 Assessment is a multisource assessment that reflexes an individual performance through their supervisor, subordinate, colleague, external stakeholders, client, vendor, and themselves point of view. The organization can use the data to enhance employee effectiveness and organizational engagement as well as create a development plan to uplift employee performance. Our clients can customize their competency in the Pasona 360 assessment without limitation.

This system could reduce the deviation result from the assessor bias and having an insular attitude. Moreover, it provides a broader perspective on employees performance. To apply this system to your organization, it requires a professional consultant who has a strong experience in creating a questionnaire that suitable for every position and training users to implement the system correctly.

Key benefits

1: Create a culture of openness
Employees have a chance to express what they like and dislike about their colleagues they work with and hear what they’re doing well and could improve.

2: Enhance employee self-awareness
The employee can compare self-ratings to the group ratings to help identify potential “blind spots” or areas that need to develop.

3: Identify development opportunities
By capturing the strengths and area of developments, leaders can effectively plan development.

4: Reduce employee turnover
Church (2000) found that managers who received positive 360-degree feedback had lower turnover and higher service quality in their teams.

5: Identify the right talents
The 360 assessments provide ratings of the competencies critical to success in your organization and can reinforce its culture and values.

Pasona-web-image-11

Salary Structure

This service focuses on designing or redesigning the salary structure of organisations to be more appropriate, effective, and competitive in the market. The process of designing or redesigning the salary structure includes job rating, salary survey, and job grading. An appropriate salary structure is part of an essential foundation for any organisation to recruit, retain, and develop talent easily and sustainably. The entire process will be handled by dedicated professional consultants and teams with the know-how to ensure maximum effectiveness and excellent service quality.

Competitive salary structure does not mean that organisations need to pay as much as they can, but they do need to take into account the market rate and tailor an appropriate salary structure. Additionally, a well-thought-out salary structure allows organisations to retain talent, as there are appropriate career paths and room for flexibility when it comes to salary increments. This is a very critical and sensitive process, which needs to be handled professionally and carefully to minimize the possible impacts that might occur after a new salary structure is implemented.

Pasona-web-image-4

To learn more about
our services

Pasona-Logo

Thailand Head Quarter

26th Floor, Sathorn Square
Office Tower,
98 North Sathorn Road, Silom,
Bangrak, Bangkok 10500, Thailand

TEL: +662-108-1250
E-mail: info@pasona.co.th

©2021 PASONA THAILAND. ALL RIGHTS RESERVED.