Discuss about the Effectiveness Of The Performance Management.
Performance appraisal is considered to be the predominant factor of a company’s management and is important to be assessed in a proper way. According to Griffin and Elbert, “formal evaluation of an employee's job performance in order to determine the degree to which the employee is performing effectively.” Performance evaluation is a process through which an employee’s job performance can be evaluated effectively (Schraeder, Becton and Portis 2007). However, there is a controversy regarding the effectiveness of the performance management. The essay considers some positive and negative aspects of performance evaluation and also provides recommendation to improve the appraisal procedure. Next section discuses the importance of performance appraisal in an organization.
First and foremost aspect of an appraisal system is the communication development procedure. The ability of effective communication is considered to be an essential part of today’s industry. Communication skill is also directly related to the employee’s performance review. Proper communications can help produce easy and understandable presentations both internally and externally. Proper communication feedback from the top level managers can help employees to identify their problem areas and enhance their communication skill. On the hand, a fair and square performance evaluation through certain parameters such as attendance, team work and cooperation, integrity, level of productivity can help the employee to get motivated and identify their position in the organization (Goler, Gale and Grant 2016). Building trust is the most important aspect that affects the performance appraisal. In fact, according to Douglas Conant, “Trust gives you the permission to give people direction, get everyone aligned, and give them the energy to go get the job done. Trust enables you to execute with excellence and produce extraordinary results. As you execute with excellence and deliver on your commitments, trust becomes easier to inspire, creating a flywheel of performance.” It helps to enhance employees to concentrate more on office activities in order to achieve the organizational goal. A proper performance appraisal can help employees to determine the job status and also helps to grow a decisive relationship between company’s corporate goal and human resource management.
Performance evaluation enhances a company’s overall performance. In recent days, despite of the growing need of performance evaluation, several managements are there who oppose this performance appraisal procedure because of which performance cannot be fairly evaluated. More often than not employees have a pessimistic conception about performance evaluation. In fact, in some cases, performance appraisal resulted as a daunting experience for few of the employees. Therefore, a fair performance review form should be based on some pre-set criteria related to the employee’s job role and the rating should be provided by the particular employee’s performance. Performance objectives are directly related to the appraisal system. Sometimes it may happen that the performance goals are too challenging especially for the new employees which in turn may have a significant negative effect on their effectiveness to work more. Therefore, the main objective should lie on how to improve the appraisal management system with effective communication tool while managing the procedure within the prerequisite condition of the management system. In this context, according to Donald Rumsfeld, “Your performance depends on your people. Select the best, train them and back them. When errors occur, give sharper guidance. If errors persist or if the fit feels wrong, help them move on. The country cannot afford amateur hour in the White House.” In order to determine the employees’ performance, quarterly review should be needed (Achor, 2017). Immediate training rating system and feedback can help to improve the organization’s ability to evaluate performance accurately. Moreover, 360-degree feedback (feedback from multiple sources) can also enhance employee performance.
A proper performance evaluation helps employees to guide in a right way. Moreover, setting a proper performance objective is equally needed. Despite of all the challenges raised by organizations’ specific corporate goals, it is necessary for them to use appraisal management tool in the near future. According to Jay Samit, “To be successful, innovation is not just about value creation, but value capture.”
Achor, S. 2017. The happy secret to better work. [online] Ted.com. Available at: https://www.ted.com/talks/shawn_achor_the_happy_secret_to_better_work/transcript?language=en [Accessed 10 Nov. 2017].
Goler, L., Gale, J. and Grant, A., 2016. Let's Not Kill Performance Evaluations Yet. HARVARD BUSINESS R, 94(11), pp.90-+.
Heffernan, M. 2015 ‘Forget the pecking order at work’ Available at: https://www.ted.com/talks/margaret_heffernan_why_it_s_time_to_forget_the_pecking_order_at_work/transcript [Accessed: 1 September 2017]
Schraeder, M., Becton, J.B. and Portis, R., 2007. A Critical Examination of Performance Appraisals. Journal for Quality & Participation, 30(1).
Varma, A., Budhwar, P.S. and DeNisi, A.S. eds., 2008. Performance management systems: A global perspective. Taylor & Francis.