Certificate Course in Performance Management System (PMS)

Name: Certificate Course in Performance Management System (PMS)
Rating: 4.2 (130 reviews)

Design PMS, KRAs, KPIs, OKRs, BSC, Bell Curve, PIP & PMS Policy with Case Studies & Templates for HRs and Managers

Created byAakaro Consulting

Last updated 7/2026

English

English [Auto],

What you'll learn

Design a complete Performance Management System (PMS)
Set KRAs, KPIs & OKRs aligned with business goals
Use appraisal tools like BARS, BOS, Bell Curve & 360°
Create PMS Policy and Performance Improvement Plan (PIP)
Identify and avoid appraisal biases
Apply PMS concepts using real case studies

Course content

8 sections • 39 lectures • 1h 59m total length

About Instructor: Aakaro Consulting1:04
Acaro Consulting highlights its learning and development approach, champions staying curious and continuously learning, and staying clear on the why, translating to real-world impact with Google, Uber, HSBC, and Sephora.
Performance Management System (PMS): Meaning, Objectives & Key Steps3:53
This course explains the meaning and importance of a performance management system as a continuous process and outlines four steps—plan, act, track, evaluate—to align work with organizational goals.
Performance Management Strategic Choice What to Assess3:28
Assess employees in a performance management system by traits, competencies, behaviors, and results; prefer competency-based evaluation with observable behaviors to reduce bias, while allowing combinations.
Performance Management System vs Performance Appraisal: Key Differences4:06
Key Characteristics of an Effective Performance Management System (PMS)4:25
Define clear expectations, enable two-way goal discussion, and provide continuous feedback and coaching to develop performance aligned with organizational goals; everyday performance management emphasizes people over process with frequent feedback.

How to Set SMART Goals for Strategic Performance Management4:12
Defining Key Result Areas (KRAs) and Key Performance Indicators (KPIs)1:55
Checklist Method of Performance Appraisal0:52
Critical Incidents Method: How Strategic HR Uses Evidence-Based Appraisal1:56
The critical incidents method maintains a log of on-the-job events with positive and negative behaviors, analyzes abilities, and informs performance evaluations and incentives and promotion recommendations.
Behaviourally Anchored Rating Scale (BARS) for Performance Management3:24
Behaviour Observation Scale (BOS) for Performance Management3:03
Explore the behavior observation scale (BOS) to measure job performance by recording frequency of targeted behaviors on a 1-5 scale, using critical incidents to guide feedback and development.
360-Degree Feedback and Multi-Source Appraisal: How Strategic HR Develop Leaders3:58
Forced Distribution/Bell Curve Method in Performance Management1:56
Assessment and Development Centres (ADC): How Strategic HR Identifie HiPoLeaders1:51
Explain how the assessment development center (adc) functions as a performance management tool, using multiple competencies, techniques, and assessors in standardized situations to reduce bias and ensure equal opportunity.
Strategic Alignment: Implementing the Balanced Scorecard (BSC)3:43
Explore the balanced scorecard framework, aligning four perspectives—financial perspective, customer perspective, internal business process perspective, and learning and growth perspective—to guide holistic performance appraisal and balance trade-offs.
Management by Objectives (MBO): How to Align Individual Goals with Organisation2:52
Management by objectives cascades organizational goals into individual targets and promotes participative management. Set specific, measurable, achievable, realistic, and time-based objectives, with self-audit and progress reviews guiding performance appraisals.
Objectives & Key Results OKR: How Google, Intel and LinkedIn Use5:36
Learn how objectives and key results (okr) drive alignment across Google-style organizations by cascading quarterly qualitative objectives with measurable outcomes, owned by individuals, and made visible to motivate coordinated effort.
Human Resource Accounting: Measuring Human Capital Value0:23
Psychological and psychometric tests in Performance Management2:39
The lecture explains psychological and psychometric tests used to assess employees’ future potential, including cognitive, social, emotional, and entrepreneurial intelligences, with feedback for development and career planning.
Time Log Sheets as Performance Management Discipline Tool1:45
Performance Management Case Study Adobe Check-Ins Instead of Annual Reviews0:31
Performance Management Case Study Deloitte Ratings to Performance Snapshots0:34
Performance Management Case Study Toyota Kaizen and 5-Why Culture0:39
Performance Management Case Study Microsoft Growth Culture Transition0:31
Performance Management Case Study Walmart KPI-Driven Store Turnaround0:28
Performance Management Case Study Zara OKR-Powered Fast Fashion Agility0:26
Performance Management Case Study Netflix Radical Candor Approach0:30

McKinsey 9 Box Talent Box for Performance Management and Succession Planning10:59
Individual Development Plan (IDP) and Performance Improvement Plan (PIP) in PMS4:57
Analyze a practical PIP for a sales executive, highlighting gaps in sales targets, CRM hygiene, and follow-up discipline, plus an IDP roadmap with mentorship and measurable outcomes.
Performance Feedback Using STAR Technique for Performance Management1:10

Job Analysis and Its Role in Performance Management4:44
Explain the meaning of job analysis and its components- job description and job specification.
Competency as the Foundation of Performance Management in HR6:30
Explain the meaning of Competencies, elements and its types
Competency-Based Job Frameworks: How Strategic HR Leaders Define and Design Role6:50
Explain the meaning of competency based job analysis.
Design a competency based job analysis.
Real-World Applications of Competency Job Analysis for Performance Management4:05
Describe the applications of Competency-based Job analysis
Job Analysis Methods: How HR Professionals Collect Role Information in PMS6:06
Describe the sources for collecting information.

Requirements

Understanding of the English language.
Interest in Business, Leadership and Management

Description

This course contains the use of artificial intelligence.

Performance Management System (PMS) is one of the most critical yet misunderstood functions in Human Resource Management. Many organizations conduct appraisals, but very few implement a structured, effective, and business-aligned performance management system.

This certification course is designed to give you clear, practical, and end-to-end understanding of Performance Management System (PMS) — from goal setting to performance evaluation, feedback, and improvement.

Performance management is a continuous process, not a one-time appraisal. A strong PMS ensures that employees’ efforts, behaviors, and results are aligned with organizational goals while maintaining motivation, fairness, and accountability.

In this course, you will learn how PMS works through its four key stages: Plan, Act, Track, and Evaluate. You will understand not only the concepts, but also how organizations actually implement PMS in real life.

The course covers all major performance management tools used in organizations today, including SMART goals, KRAs and KPIs, Balanced Scorecard (BSC), OKRs, Bell Curve, 360-degree appraisal, BARS, BOS, and Performance Improvement Plans (PIP). You will also learn how to identify and avoid common appraisal biases that impact fairness and accuracy.

To make learning practical and industry-relevant, the course includes real-world case studies from leading organizations such as Adobe, Deloitte, Toyota, Microsoft, Walmart, Zara, and Netflix. You will also get access to PMS policy templates that can be used directly in organizations.

This course is ideal for HR professionals, managers, MBA/PGDM students, team leaders, and business owners who want to design, implement, or improve a Performance Management System in their organization.

By the end of this course, you will be confident in designing a complete PMS framework and applying it in real organizational settings.

Who this course is for:

Those who have interest in HR domain
Business Owners/Entrepreneurs/Top Management/Managers
Management students

Certificate Course in Performance Management System (PMS)

What you'll learn

Explore related topics

Course content

Introduction to Performance Management System5 lectures • 17min

Performance Management Tools & Strategies22 lectures • 44min

Feedback & Performance Improvement3 lectures • 17min

Linking Performance to Rewards: The Role of ESOPs in High-Performance Cultures2 lectures • 11min

PMS Templates & Policy1 lecture • 1min

Appraisal Biases1 lecture • 1min

Advanced Concepts5 lectures • 28min

Assessment and Recap0

Requirements

Description

Who this course is for: