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Performance Management Review

4 th Annual Private Sector Cooperation Meeting in the Arab Region Tunis 30 Nov. – 2 Dec. 2004. Performance Management Review. Speaker: Kamal Al-Bahrani Senior Manager HRD. PMR Aim & Summary. Aim: To develop a PMR system that is based on setting SMART objectives,

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Performance Management Review

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  1. 4th Annual Private Sector Cooperation Meeting in the Arab Region Tunis 30 Nov. – 2 Dec. 2004 Performance Management Review Speaker:Kamal Al-Bahrani Senior ManagerHRD

  2. PMR Aim & Summary Aim: To develop a PMR system that is based on setting SMART objectives, encourage innovation, accept additional objectives and focus training needs. At the end of this session you will be aware of the following: • PMR Categories • PMR Distribution • PMR Forms • PMR Ranking and Company Distribution • PMR Grievance Process Page - 2 -

  3. PMR Categories The PMR is divided into three main categories: • Management ( COO, GM, SM & MM ) • Specialist ( SP, GS1 & GS2 ) • General Staff ( GS3 & GS4 ) Page - 3 -

  4. PMR Distribution When no additional objectives, its marks transfer to Innovative Objectives Page - 4 -

  5. PMR Forms PMR consists of THREE pages: • Staff information & Performance Objectives page 1 • Skills Performance page 2 • Training/Development & Overall Performance Rating Page3 Page - 5 -

  6. Company Rating & Distribution Page - 6 -

  7. Grievance Process Report to 1st L.M & UR CC: MRC & 2nd L.M Yes Is employee Satisfy? 4 W.D L.M report to AD No Change in system Report to MRC With Justification Notification to Employee & L.M Yes 10 W.D Has a case? End No Page - 7 -

  8. Unit Representative role is to ensure • PMR process is completed on time. • PMR is fair, consistent and transparent. • Collection of PMRs • End of the year unit PMR distribution. • Represent the unit in MRC. • Grievance pass to MRC Page - 8 -

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