Performance management is one of the most important functions in an organiation.It may be thought of at organization level,department/team level or individual employee level. Performance appraisal is one of the most important step in the perfoamance management system (PMS) .Managing employee performance is most challenging task for the organizations as it deals with the human beings .It is very important that performance management yields what is expected of it i.e. enhance employee performance .Organizations spend millions of dollars to make the performance management "effective'.
There can be different approaches to look at effectiveness of performance management system ( PMS) . The three most important approaches to assess the effectiveness of pms are
1. Documentation completed on time: Many companies think that pms is successful if the related documentation is completed on time as often it so happens that epople are so busy with performance that they practically have no time for completing performance management documentation.
2.Employee satisfaction with the pms: Organizations may expect employee grievances arising out of the appraisals and the pms is considered effective if the resulting grievances are kept at minimum or it has in built process to deal with these grievances.
3.The performance management documents have all the ingredients which make it an effective PMS , be it sufficient and relevant performance dimensions, adequate criteria for measuring the performance or the processes of PMS and linkages of PMS with rewards and development opportunities.
There can be different approaches to look at effectiveness of performance management system ( PMS) . The three most important approaches to assess the effectiveness of pms are
1. Documentation completed on time: Many companies think that pms is successful if the related documentation is completed on time as often it so happens that epople are so busy with performance that they practically have no time for completing performance management documentation.
2.Employee satisfaction with the pms: Organizations may expect employee grievances arising out of the appraisals and the pms is considered effective if the resulting grievances are kept at minimum or it has in built process to deal with these grievances.
3.The performance management documents have all the ingredients which make it an effective PMS , be it sufficient and relevant performance dimensions, adequate criteria for measuring the performance or the processes of PMS and linkages of PMS with rewards and development opportunities.
