Introduction:GLOBAL PUBLIC RELATION:Global public relation is an independent public relation consultancy, established in 1993.

Over the years, Global Public relations has been of corporate assistance to a number of Indian as well as international majors in effectively communicating with their publics. Global Public Relation offers traditional communication solutions in 24 states of India in terms of public relations initiatives, Advertising solutions, Media relation management, Government laisonong, Branding BTL Promotion and most importantly contingency plans and crisis management strategies and damage control activations. Wisdom from the good old days, methodology thinking from of leading consultants and zeal of flawless execution from the young generation is what Global Public Relation attributes its success and credentials to. Global Public Relations emphasis lies on finding the Relevant Solution rather than best solution. WHY US Wisdom from good old days, methodology thinking from of leading professionals and zeal of flawless execution from the young generation is what GPR attributes its success and credentials to. This is what we believe, Makes us relevant for the current times- like we have been in the past and we hold our belief for the future as well. Success is the consequence of our efforts. OUR SERVICES Just as the world communication is beyond descriptions, definitions and details, So is our scope of service. Our services Since the time it was conceived, Global Public Relations has adopted and seen the following policy reap tremendous benefits: Learn, Unlearn, and Relearn:Is policy this policy has enabled us to keep pace with the changing times and hence, blessed us with an opportunity to create a sustained relationship with our client over the years.

Formulating & Executing PR strategy:We engage in a wide array as tools of mass communication with the simplicity of flowing water and with logic and understanding of the news absorption. Media relation management:Managing media relations so as to ensure that listen to what you actually say or have said.

Performance management of the company:-

Overview
Performance management is the systematic process by which an agency involves its employees, as individuals and members of a group, in improving organizational effectiveness in the accomplishment of agency mission and goals. Employee performance management includes:

planning work and setting expectations, continually monitoring performance, developing the capacity to perform, periodically rating performance in summary fashion, and Rewarding good performance.

The revisions made in 1995 to the Government wide performance appraisal and awards regulations support sound management principles. Great care was taken to ensure that the requirements those regulations establish would complement and not conflict with the kinds of activities and actions practiced in effective organizations as a matter of course. Additional background information on performance management can be found in the following articles:

Chronology of Employee Performance Management in the Federal Government Setting the Stage for Performance Management Today

Performance management system (PMS) is the heart of any people management process in organization. Organizations exist to perform. If properly designed and implemented it can change the course of growth and pace of impact of organizations. Performance management could be defined as it begins when the job is defined and ends when an employee leaves the company. Between these points, the following should be understood for a working performance management system. Developing clear job descriptions: - Job descriptions are the first step in selecting the right person for the job, and setting that person up to succeed Job descriptions provide a framework so the applicants and new employees understand the expectations for the position. Selection: - Jobs have different requirements. This is the process of matching the skills and interests of a person to the requirements of a job. Finding a good job "fit" is exceptionally important. Use of a selection process maximizes input from potential coworkers and the person to whom the position will report. Providing effective orientation, education, and training: - Before a person can do the best job, he or she must have the information necessary to perform. This includes jobrelated, position-related, and company-related information; an excellent understanding of product and process use and requirements; and complete knowledge about customer needs and requirements. Providing on-going coaching and feedback: - People need ongoing, consistent feedback that addresses both their strengths and the weaker areas of their performance. Effective feedback focuses more intensely on helping people build on their strengths. Feedback is a two-way process that encourages the employee to seek help Conducting quarterly performance development discussions:- If supervisors are giving employees frequent feedback and coaching, performance reviews can change from negative, evaluative, one-sided presentations to positive, planning meetings. Designing effective compensation and recognition systems that reward people for their contributions: - The power of an effective compensation system is frequently overlooked and downplayed in some employee motivation-related literature

Providing promotional/career development opportunities for staff: - The supervisor plays a key role in helping staff develop their potential. Growth goals, changing and challenging job assignments and responsibilities, and cross-training contribute to the development of a more effective staff member. Assisting with exit interviews to understand WHY valued employees leave the organization: - When a valued person leaves the company, it is necessary to understand why the person is leaving. This feedback will help the company improve its work environment for people. An improved work environment for people results in the retention of valued staff.

A performance management system will only be effective if it: 1. 2. 3. 4. Is aligned with a companys corporate direction and business strategy Objectively measures performance. Is trusted to be fair by employees Both managers and employees see that they have something to gain from using the system.

Methods of Performance management in the GPR:The first step toward carrying out performance Management at GPR was the evaluation of personal skills for the tasks assigned to an employee during the period of appraisal. To evaluate the performance, different criteria like timeliness, quality of work carried out by the employee, customer satisfaction, peer satisfaction, and business potential, were considered. The personal skills of the employees were also evaluated based on their learning and analytical ability, communication skills, decision making, change management, and planning and organizing skills. Each of these criteria was measured on a scale of 1 to 5 (with 1 signifying above the expected performance level and 5 below the expected performance level).

360-Degree Feedback: - The employees also look at aspects of the managers' performance,
strategic vision, ability to communicate, problem-solving skills, responsiveness. The results of the survey (the rankings and comments) are then aggregated and published online for everyone to see. Especially from customers.

Performance ranking method: - The performance appraisal of ranking is used to assess

the working performance of employees from the highest to lowest levels. Managers will make comparisons of an employee with the others, instead of making comparison of each employee with some certain standards.

Outcome oriented Method: That technique that measures the outcomes of performance,
these may be direct indices such as profit for the unit, increased sales or reduced turn over or they may be standard of goals for performance set by the supervisor.

Appraisal by boss or superior: - In GPR appraisal done by the boss or superior.

Number of performance review done in a year:In GPR the performance reviewed in once in a year.

Merits and Demerits of PMS:Advantages

1. Performance Based Conversations
Managers get busy with day-to-day responsibilities and often neglect the necessary interactions with staff that provide the opportunity to coach and offer performance feedback. A performance management process forces managers to discuss performance issues with employees. It is this consistent coaching that affects changed behaviors and employee development.

2. Targeted Staff Development

If done well, a good performance management system can be a positive way to identify developmental opportunities and can be an important part of a succession planning process. All employees are on a development journey and it is the organizations responsibility to be preparing them for increased responsibility.

3. Encouragement to Staff
Performance appraisals should be a celebration of all the wonderful things an employee does over the course of a year and should be an encouragement to staff. There should be no surprises if issues are addressed as they arise and not held until the annual review.

4. Rewards Staff for a Job Well Done

If pay increases and/or bonuses are tied to the performance appraisal process, staff can see a direct correlation between performance and financial rewards. This motivates and encourages employees to perform at higher levels.

5. Under-performers Identified and Eliminated

As hard as we try, it is inevitable that some employees just wont cut the mustard as they say. An effective performance appraisal process can help identify and document underperformers, allowing for a smooth transition if the relationship needs to be terminated.

6. Documented History of Employee Performance

It is very important that all organizations keep a performance record on all employees. This is a document that should be kept in the employees HR file.

7. Allows for Employee Growth

Motivated employees value structure, development and a plan for growth. An effective performance management system can help an employee reach their full potential and this is positive for both the employee and manager. A good manager takes pride in watching an employee grow and develop professionally.

Organizations should take a global look at their performance management system and have very objective goals that are tied to strategic initiatives and the performance management process. Successful organizations have learned the secret to this and while not always perfect, a constant striving to improve the process can help organizations reach their Vision.

Disadvantages
1. Time Consuming
It is recommended that a manager spend about an hour per employee writing performance appraisals and depending on the number of people being evaluated, it can take hours to write the

departments PA but also hours meeting with staff to review the PA. Ive know managers who had 100 plus people to write PAs on and spending weeks doing it.

2. Discouragement
If the process is not a pleasant experience, it has the potential to discourage staff. The process needs to be one of encouragement, positive reinforcement and a celebration of a years worth of accomplishments. It is critical that managers document not only issues that need to be corrected, but also the positive things an employee does throughout the course of a year, and both should be discussed during a PA.

3. Inconsistent Message
If a manager does not keep notes and accurate records of employee behavior, they may not be successful in sending a consistent message to the employee. We all struggle with memory with as busy as we all are so it is critical to document issues (both positive and negative) when it is fresh in our minds so we have it to review with the employee at performance appraisal time.

4. Biases
It is difficult to keep biases out of the PA process and it takes a very structured, objective process and a mature manager to remain unbiased through the process. Performance appraisal rater errors are common for managers who assess performance so understanding natural biases is important to fair evaluations.

Findings:1. Fairness
Most employees resist being classified at the low end of the scale. Employees who are low rated are more likely to resist the evaluation of the superior and argue, claiming that personal bias was involved in the ratings.

2. Managerial Efficiency
The implementation of a Performance management System rests on the shoulders of the manager and he must ensure that it is done properly. A good manager can make an average appraisal system work and vice-versa.

3. Effective communication:Effective communication is the very important part of the performance management system and in GPR this is the main function of performance management system 4. The whole HR department is very well designed and organized, even though limited workforce is a problem sometimes.

 Suggestions: Greater clarity has to be has to there in terms of job responsibility. This is possible when the appraisal is done on the basis of the description. In the organization, performance management is done on an annual basis which should be done Quarterly to make it more effective. Performance management system should be made more transparent and rationale. Performance feedback: - The performance feedback sessions should be improved which would results in increasing employee motivation to improve performance. The following could be incorporated. Pin point the problem behavior and make sure the employee is aware of it. Make sure the employee understands the consequences of the problem behavior. Get employee's commitment to change and make sure he cares about the change.

The names & designations of the employees:-

Bibliography: Patricia Lotich ,(2011), Advantage and disadvantage of performance management. http://smartchurchmanagement.com/advantages-and-disadvantages-of-performancemanagement/ U.S. Office of Personnel Management, (2010), Performance management. http://www.opm.gov/perform/overview.asp Global public relation, Introduction. http://globalprjaipur.com/