Performance Management Today What We Term Paper

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In a good performance management system the manager plays a vital role. He is responsible to not only identify the employee strengths and weaknesses but also to acknowledge good performance and to provide developmental suggestions. The later part is very important, as it does no good to just spot the deficiency of an employee without providing positive suggestions for improvement. The employees for their part must be encouraged to provide their valuable input during every stage of the process. For example, some organizations even collect feedback from employees to evaluate the performance of their superiors. Thus, an appraisal denotes not just the supervisors assessing their subordinates but also rating from team members, rating by employees of their superiors, review by the HR department etc. Once such active and collaborative participation is achieved then the performance appraisal process attains its chosen objective, that of increasing the overall employee performance.

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Performance appraisal is a complex process that involves sensitive issues, (employee career, morale) which have to be delicately handled. Managers and other superiors involved in the process of evaluation, feedback and decision making have a tough task facing them that needs to be judiciously handled. A sound performance management system is not just an evaluation and performance appraisal program, but a comprehensive system that includes training (for managers), input from employees at every stage, and strives to optimize the productivity while being a fair, non-discriminatory and legally defensible process......

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