QUESTION
A Performance Management System has to be well put into place that will have a positive effect on the employees that will make them willing to participate in the performance management program that their company will have in place for them. Some of the key concerns for the perforamance management system are : 1. Companies have to make sure that their perfomance management plan is very effective so they have to make sure that a plan is well put together that will benefit the employees and help them in the performance management process, that will enable employees to participate in the program. 2. Define the purpose of the job and the duties of the job, make sure that everything is clear. 3. Make sure that employers and employees get together so that feedback can be provided on the performance evaluation. 4. If the employee ! is not meeting the expectations of the employer, the employer should have a program that the employee can attend, that will help them enhance their knowledge on work habits.
SOLUTION
Abstract:
Performance management system is a way of appraising the employees at regular intervals in order to accelerate their productivity and evaluate the level of growth and development in the employee as well as the organization. The system is not merely limited to evaluating the yearend report of the total performance but also a measure of implementing strategic human resource planning with regard to the employee force so as to bring high productivity and efficiency. The points of consideration in the paper is effectiveness of the performance management program, performance management program must be actualized on ground level and should not merely be a source of giving points on employee’s performance, training needs of an employee and their loopholes after performance appraisal, transparency regarding job responsibilities and most importantly key responsibility areas and basic responsibility areas must be made clear enough to be demarcated easily in time of performance appraisal thereby defining the purpose of appraisal, performance appraisal and its evaluation must account for motivation in employees regarding achievement and feedback and this can be achieved when performance evaluation is properly conveyed to the employees through training sessions and learning programmes.
Effective performance management program:
The issues of concern in performance management are implementation hurdles which basically happen because of less concentration on the effectiveness of the performance management program. The programs are not well knitted with the depth of employee force and there is an acute need for realizing the psychology of employees on whom this management technique is being practiced. The program must be followed for the complete year and not merely at the yearend time; this decreases the enthusiasm in the employees towards performing well in the organization. The program should be well elaborated beforehand only so that employees are aware of their rewards and recognitions after performing well. Performance management program must be actualized on ground level and should not merely be a source of giving points on your performance. [www.leoncountyfl.gov] In most of public sector and government organizations it has been seen that performance management program is not fully known to all officials and most of top level officials are unaware about their duties and responsibilities towards performance management. Another important loophole in performance management has been seen to be training needs and their lacking behind after performance appraisals. When the performance is being evaluated then the loopholes must be covered and rectified after that which can be possible with the help of training and developmental programmes which are not implemented in most of organizations even private sector renowned companies thereby decreasing the scope of performance appraisal. [Chapman, 1995-2012]
Defining job responsibilities:
One of the most important aspects is defining the purpose of the job to the employee which means that employee must be transparent about his job responsibilities and rewards for good work. Any employee will be motivated towards work when his work recognition is done on monetary and non monetary grounds through rewards and recognitions. For that what is extremely important is transparency regarding job responsibilities and most importantly key responsibility areas and basic responsibility areas must be clear enough to be demarcated easily in time of performance appraisal. [Archer North and associates, 2010] For job purpose and duties to be clear enough one of the most important things is clear division of work and assigning of projects beforehand only at the time of new financial year so that employee can make long term and short term goal distinguishment so as to achieve his/ her targets and perform well and gain rewards. Monetary rewards and non monetary recognitions must be added with job responsibility as every person loves to get achievement and recognition for good service delivery. Duties must be individually decided and there should not be any overlapping of duties so that internal chaos could be prevented. Employees must have healthy competition and for that assigning of jobs has to be done with utmost care and fare distribution must be promoted. Another very important technique of decreasing job favoritism and bias is by adopting job rotation, this will give equal opportunity to all people at equal rank and employees will have lesser complaints regarding area of high expertise and performance being assigned to any specific individual. This will also minimize the chances of employee shortfall as everyone will be equally trained on various profiles thereby increasing work efficiency.
Evaluation of performance measured:
The need for employer and employee coordination is very high in case of effective performance management program as performance appraisal is not just limited to giving feedback but major role starts from the time when employees are given feedback on their performance and they work towards achievement of the same for next quarter or financial year. Employer and employee coordination does not mean any kind of favoritism or high level of transparency in performance appraisal as transparent performance appraisal can also become a reason for de motivation for productive employees because if anyone is behind his or her competitor with one or less points it may create sense of jealousy factor or unhealthy completion which needs to be avoided in healthy organizational culture. Togetherness and integrity among employer and employee is very crucial so that employee takes performance appraisal not as a method of counting mistakes in performance but as a way of showing career path towards achievement of long term career goals for the employee in terms of salary hike and promotions. Performance management brings together peers, CEO, colleagues, ED, president and other officials together as it is a continuing process where each hierarchy performance appraisal is done by his senior official thereby bringing together the whole firm.
Implementing training and counseling needs:
The most important part of appraisal is the lesson it is teaching to the employer as well as the employees, controlling or evaluation of the whole process is very imperative in order to get the desired goal achieved for the next financial year and when the employees will be told about their loopholes it can be easier for them to work on them and sometimes it is seen that regular meetings and performance related trainings always help employees perform well in an organization. [CIPD, 2012] After the appraisal session, what should be practiced is evaluation of the loopholes and training sessions for less performing employees as evaluating work is as important as assigning work. Performance appraisal and its evaluation must account for motivation in employees regarding achievement and feedback and this can be achieved when performance evaluation is properly conveyed to the employees through training sessions and learning programmes. Apart from this when the employee will be told about their lack of meeting the expectations there should also be some motivational factor related to it over there for example if loophole is being highlighted, company must take care of rewards being given to employees as per the commitment of the firm and all recognitions being delivered for good performance as well. If the employee is not being able to attain the desired goal another very good platform is counseling session of employees with the company HR which is practiced in several private banks of the world where low performing employees are called up for one to one counseling where they are asked for their problems, complaints and drawbacks in management which is withholding them from good performance, that session is free of any particular aspect to be talked about, as the conversation is with HR department , employee can ask for any kind of problem he or she is facing whether it be salary, other incentives, hurdles relating to task assignment or may be his or her relation with their immediate seniors.
References:
- http://www.leoncountyfl.gov, viewed on 4th April, 2012, < http://www.leoncountyfl.gov/hr/pdf/Policies/Evaluati.pdf>
- Alan Chapman, 1995-2012, performance appraisals, viewed on 4th April, 2012, <http://www.businessballs.com/performanceappraisals.htm>
- Archer North and associates, 2010, performance appraisals, viewed on 4th April, 2012,< http://www.performance-appraisal.com/intro.htm>
- CIPD, 2012, performance appraisal, viewed on 4th April, 2012, < http://www.cipd.co.uk/hr-resources/factsheets/performance-appraisal.aspx>
JF79
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