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Role Of Employee Perfromance Management System

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Describe about the Role of Employee Perfromance Management System.



Project context

I am currently pursuing my studies in management of engineers and project professionals and want to work in an organization where I can actively contribute to the growth and development. Thus, I want to learn the skills of the trade and become a professional who is able to perform well in the management domain. I am particularly interested in software project management profession.

With my research project, I would like to explore the area of software projects thereby studying how they work and are adopted which would help me later when I plan to work on specific software development or adoption projects. My topic of research is employee performance management system.

Professionalism cannot be defined in single context but it can be different for different professionals as their job roles differ so they need to exhibit different sets of behaviour to appear professional in any organization. For instance, a customer service employee may be considered professional if he or she is very friendly with the customers but the accountant may be a finance manager would be judged as professional on the basis of the knowledge of financial ratios.

Being from an engineering background, a major challenge in the current study has been my transition from the tendency to use quantitative methods for assessment of the world to qualitative studies in management context. I can already feel the new skills that are required to be adopted in order to become professional in a managerial environment. The project chosen would help me fill this gap as I would be exploring not just the IT principles but also management principles by assessing the actual role of systems in the organization. This would help me understand why some of the development principles are established to make IT systems effective and identify if there is a scope for improvements in the development methods of IT systems that can help in the management context (Dudman & Wearne, 2003).

Besides learning the principles of development and management, it is also important that an engineer understands some ethical codes of conduct such that his actions remain good for all those around. As this is a research project which would use primary methods of exploration, study of ethical considerations would be a significant part of the research considering the involvement of people whose professional and personal interests are required to be secured.

I would apply the management principles I have learnt in the course to the performance management systems usage to understand how effective they are in improving employee performance. This research would help me not only learn the applications of principles of management but would also make me take a professional approach helping me become a professional. Further, considering the chosen subject, I would also learn how employees are assessed in the organizations such that I can gain some practical understanding of what is considered as professional for engineers working in organizations and if that is a criterion for judgement.

Thus, this project would help me in the overall development as a professional considering technology learning, managerial adoption and ethical considerations.

Project Proposal

Topic: Significance of a Learning Management System for Employee


When organizations have to take decisions on appraisal of their employees, they are required to establish some systems. Most traditional organizations had manual systems used for appraisal which was largely dependent on the relationships between employer and employee, junior and senior as senior feedback would decide on the employee rating. However, this case pose a risk of employee losing opportunities to get good grades despite performing if the senior manager is not ethical or transparent. Thus, performance management systems can play a good role in ensuring transparency and using best practices of performance appraisals in a system.  Thus, may organizations have started to adapt to ICT based performance management system. In this research, a study would be conducted with a focus on these digital performance management systems in the organization to understand their roles, benefits and drivers of adoption.


Employees are key human assets of any organization because their performance largely impacts the performance of the organization. Thus, assessment of employee performance is a necessary measure that helps a company understands how employees are working and identify best performers. These systems help organizations make the employee appraisal systems objective as well as transparent. Most organizations already have some performance appraisal systems that cannot be avoided even if they are manual. Adoption of the performance management system involving technology can make things simple and help company implement human resource management policies more effectively.


Aim and objectives

Aim of this research is to understand the significance and the role of performance management system in organizations. For this certain objectives would be achieved including:

  • Understanding of how performance management systems work in various organizations
  • Understand the drivers of adoption and benefits of using ICT based employ performance management system
  • Come up with recommendations for best practices of using employee performance management systems


  • Initiate Research : Week 1 ending on 12th Jan 2017
  • Information gathering : Week 2 ending on 19th Jan 2017
  • Introduction : Week 3 ending on 25th Jan 2017
  • Literature Review  : Week 4 & 5 ending on 9th Feb 2017
  • Research Methodology: Week 8 ending on 10th Mar 2017
  • Data Collection : Week 9 ending on 17th Mar 2017
  • Data Analysis  : Week 10 ending on 21st Mar 2017
  • Interpretations and Discussions : Week 11 ending on 30th Mar 2017
  • Report completion : Week 12 ending on 5th Apr 2017
  • Proofreading & Editing : Week 13 on 12th April 2017
  • Report Submission : 15th April 2017

Literature review

An effective performance management system can help organization clarify roles and responsibilities, enhance individual as well as the group productivity of employees, help them develop their capabilities necessary for organizational performance, help company align their employee goals with the organizational goals, provide a base for human resource management decisions, and improve communication happening between different employees (University of Missouri , 2011).

A typical performance management system consists of some standard management processes including performance planning, feedback, employee inputs, performance evaluation, and performance review. Based on the review, the performance planning is again modified. All these processes can be organized and formalized using performance management systems (Pulakos, 2004).

A performance planning happens when a dialogue happens between the employer or senor and the employee whose performance has to be measured. This interaction is aimed at establish specific performance goals and identifying job expectations. These measures are useful while conducting reviews into he end which is again a two way discussion process between senior manager and employee where they would be discussing performance achievements, goals for improvement an identify the employee training or improvement needs. The evaluation of the employee in May organization is not based on the feedback from only the reporting manager but from multiple people in the staff including peers, other team members, and other department employees who may be providing feedback about the person.

Goals of performance management systems are to improve performance of employs, support them in development, align compensation as per the performance display, and strengthen the accountability of the management responsible for performance appraisals. If an employee needs to succeed in such a system, he or she would require understanding their fitness to work and be an active participant while defining their job roles and responsibilities.

Project Organisation

For the purpose of this research, the chosen organization is Samsung Electronics Private limited which is a telecommunication organization and the company uses a performance management system for managing appraisals for their employees. The research would involve a primary investigation through the interviews that would be conducted on the employees of the organization to understand how their performance management systems work in the company. This would also involves questions on the effectiveness of the system that would asked to the senior management people


The aim of this research is to understand the role of performance management systems in the modern organizations. For this, the paper takes the case of Samsung Electronics Pvt. Ltd which uses an ICT based performance management system. An interview would be conducted with its employees to understand the performance management system plays in the organizational and employee development.



Aberdeen , 2008. Opertional KPI's and Performance Management, s.l.: Aberdeen Group.


Dudman, A. & Wearne, S. H., 2003. Professional Engineers’ Needs for Managerial Skills and Expertise , s.l.: EMTA.

Melchar, D. E. & Bosco, S. M., 2010. Achieving High Organization Performance through Servant Leadership, s.l.: Roger Williams University.

MICHAELSEN, L. K., 1973. Leader Orientation, Leader Behavior, Group Effectiveness and Situational Favorability: An Empirical Extension of the Contingency Model. ORGANIZATIONAL BEHAVIOR AND HUMAN PERFORMANCE , Volume 9, pp. 226-245.

Popy, K. & Alam, N., 2012. Evaluation of Performance Appraisal System at GSK, Bangladesh, LTD, s.l.: BRAC Business School (BBS) .

Pulakos, E. D., 2004. Performance Management: A roadmap for Developing, implementing , and evaluating performance management systems, s.l.: SHRM Foundations.

Rajhans, K., 2012. Effective Organizational Communication: a Key to Employee Motivation and Performance. National Institute of Construction Management & Research, 2(2), pp. 81-85.

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