HR management essay on: Effective Performance Management Systems

The article written by David Gliddon – “Effective Performance Management Systems” takes into consideration the current as well as the new ideas for employee evaluation. It has been seen that, managing the performance of the employee has been termed to be the traditional methods which would help in order to evaluate the effectiveness as well as the efficiency of the same. It is quite critical to note that, proper evaluation of the employees shall be done which would help the organization to have a clear view regarding the competencies of the same. There are various types of employee evaluation which have been practiced within the organization. The approaches which have been used within the organization are the trait theory, behavior based theory & result based systems (Gliddon, 2004).Performance management has been considered to be an ongoing process. This process helps to gather information as well as use it in the systematic manner to keep a track record of the capabilities as well as the competencies of the same. Some of the positive aspects which shall be taken into consideration in order to measure the effectiveness as well as the efficiency of the same begin with the involvement of the same (Atkins & Wood, 2002). Once the evaluations of the participants have been done, the effective performance management has been practiced. Feedback has been regarded as one of the techniques which would help in the praise, give reward as well as provide corrective measures to the same. Once the employee has been provides with feedback from its employee, he/she shall be able to have a clear idea regarding how to improve themselves with the changing needs of the organization (Vitez, 2011).Some of the criticisms which are attached with the evaluation of the employees have been enlisted in this section of the report. Based upon a survey, it has been stated that one of the reasons attached with the evaluation of employees refers to the lack of improvement within the managers. It has been seen that, more than 75% of the employees conduct annual performance whereas only 25% of the employees takes into consideration feedback as a continuous and an ongoing process.  It has been recorded that, the implicit theories which have been adopted by the employers do not provide correct performance feedback relating to the employees (US Office of Personnel Management, 2010).

Sam should go about revamping performance management at Money4u as it would help to provide fair rating based upon the performance of the same. Some of the performance management techniques which shall be used by Sam in order to revamp the entire process would be with the help of 360 degree feedback, self reflection & assessment of the training needs (Vitez, 2011).360 Degree Feedback has been referred to as a process which would help the employees to receive a confidential feedback from the people involved within the organization. The people who would be included within the entire process are employees, reports, customers, managers, etc. With the implementation of the 360 degree feedback survey, Sam would be able to measure the following aspects such as behaviors as well as competencies, what people perceive about being an employee of the company. It also focuses upon the subjective areas such as effectiveness of the leadership policies, teamwork, character, etc. The second technique which is being used in order to revamp the performance management is to practice self reflection. Self-reflection would be referred to as a process which would help to introspect as well as learn the nature, purpose of the same. The main purpose for the assessment of the training needs would help Sam to identify the different types of skills, competencies & abilities to achieve the requirements of the same. The assessment shall be done which would help in order to address the resources as well as fulfill all the requirements, productivity & take care of the products and services. This technique would be quite helpful explore the various causes & reasons to eliminate the gap (Fleenor & Prince, 1997).The tailored plan which penny Wise told Sam was regarding the 360 degree performance appraisal which would help in the better effectiveness of the organization i.e. Money4U. This would help in order to provide a rating scale over which written comments would be given. With the implementation of the 360 degree feedback survey, Sam would be able to measure the following aspects such as behaviors as well as competencies, what people perceive about being an employee of the company. It also focuses upon the subjective areas such as effectiveness of the leadership policies, teamwork, character, etc (Druskat & Wolff, 1999).Yes, Sam’s opinion that performance management is simply a quick chat and ticking a few boxes is more than that. It has been seen that, managing the performance of the employee has been termed to be the traditional methods which would help in order to evaluate the effectiveness as well as the efficiency of the same. Performance management has been considered to be an ongoing process. This process helps to gather information as well as use it in the systematic manner to keep a track record of the capabilities as well as the competencies of the same. Some of the positive aspects which shall be taken into consideration in order to measure the effectiveness as well as the efficiency of the same begin with the involvement of the same (Atkins & Wood, 2002).The strengths as well as the weakness of the article written by David Gliddon – “Effective Performance Management Systems: Current criticisms & new ideas for employee evaluation” has been discussed in this section of the essay. The major strength of the article written by David Gliddon is that, it highlights the various new ideas which shall be used by the organizations in order to evaluate the performance of the employees. The major criticism of the article written by David Gliddon is that, it only focuses upon the employee evaluation as well as the effectiveness of performance management. This article does not take into consideration reliability along with variability of the same will not be evaluated in the best of the manner. The chance of rating the errors along with the various inconsistencies while evaluating the performance of the employees are quite high.

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