PMS versus ACR
v srinivas
Both are okay and similar if applied with due diligence, care and devotion. If applied for the sake of it, PMS gives an "excuse" to both down-rate or uprate a person.
Problem with PMS is that the targets must fit in the standard bell curve. In the case of a multi-unit, multi-location company, it follows that these heads-of-units who are being assessed seperately as a "different group" should also fall in this curve. This is simply not acceptable to these heads of sections who all uniformly insist that they should be rated A++. PMS here thus goes out of the window.
