PMS versus ACR
v srinivas, ICT Consultant, India, Member
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.
