Performance Management - National HRD Network

Performance Management
- Vivid facets
Ram K Navaratna
Balance Sheet:
Though your balance sheet is a model of
what balance sheet should be
Typed and ruled with great precision a type
that all can see
Though the grouping of the assets is
commendable and clear
And the details which are given more than
usually appear
Though investments have been valued the
scale price of the dollar
And the auditor's certificate shows
everything OK
One asset is omitted and its worth
I want to know
That asset is the value of the Men
Who run the show
Poem by Webster
The above poem with very clear message
triggers thinking towards Performance
management through which an individual or
team to be recognized and given due
importance. An appraisal is a strong means
to evaluate, develop and reward staff and is
therefore a crucial aspect of one's
professional life. In most industrial segments
on a fast track, staff reviews have become
an integral part of company's strategy.
Essential elements: Whatever the company
size is, an accurate and constructive PM
(Performance Management) proves a
priority. Experts say that there is no specific
'right way' to structure an effective appraisal.
It varies depending on the culture of the
organization. It is important to have a clear
identification of standards, by which the
performance of an employee can be
measured. In an effective appraisal system
the manager must identify the most critical
and acceptable elements of a successful
performance of the individual job.
Besides, there are some common standards
like punctuality, meeting pressure and
deadline, accuracy of the work, ability to
prioritize and emotional quotient. The
employer or the manager must also help the
employee understand the process of
assessment. Experts suggest that the
employer should establish a scheduled
review period. Annual appraisals and mid
year reviews are ideal. However, this period
should not be the only time to give feedback
to employees. It should mark the guidelines
for the maximum time that would elapse
between the performance appraisals. This
helps in maintaining a consistency of time.
For every supervisor to be a good coach, it
is important that most of the coaching
should happen throughout the year. It is an
ongoing process.
Birds of a like feather:
Another important element for an effective
appraisal is to maintain consistency among
like employees. Employees in the same job
category should be measured similarly. To
maintain a semblance of fair play and
consistency, measurement on similar
parameters is practical.
Different situations demand a different
approach. At times, the nature and the
location of the task also affect the valuation
process. The basic purpose of appraisal is
not just to reward the employee, but to
encourage him in order to develop
competence. The process should therefore,
also act as an opportunity for both he
employer and the employee to plan the
future action and develop a plan for growth
of the organization.
Happy employee through Performance
Management:
In the highly competitive business
environment of today companies spend
large amounts of money on marketing to
increase their customer base but sadly they
do not make efforts to increase employee
happiness or satisfaction. Companies often
overlook the act that their success lies in
the happiness of their employees. Many
organizations never attempt to find out their
employees enjoy and derive satisfaction
from their work and if they are happy with
their roles or feel valued and appreciated
for their work.
Some of the research studies reveal
a. Satisfied employees provide better
customer service
b. Congenial work environment translates
to employee satisfaction.
For all this there should be constant
feedback by PM. It will lead to "Value profit
chain". Employee's behavior and attitude to
work has a lot to do with the work
environment.
A positive environment leads to greater
employee satisfaction whereas negative
mars employee performance.
In this highlight PM points are
a. Employees are happy when they are
allowed to do what they are good at.
b. When their opinion is taken into account
c. When there is a correlation between
employee goals and organizational
goals.
Above all, employees need to feel valued for
their contribution to the company's growth.
Open communication lines between he
employer and employee are equally
important. Information regarding the
company's performance and its vision will
provide employees motivation and a cause
to work for. Some points towards the PM are
a. Management should identify the factors
that motivate employees to come for
work and help them in achieving goals.
b. They should be empowered to do the
work they are hired for. They need to be
given some autonomy and treated with
respect.
c. Employees need to be kept informed
and their involvement in the decision
making should be encouraged.
d. Management has to clearly
communicate its expectations to the
employees regarding the quality of work
honestly, performance standards and
work ethics. Those who are above par
must be given due recognition.
This is continuous and mutual process
because employee attitude and behaviour
results in satisfied customers and when they
are happy employees are inspired to work
better and improve the quality of service.
Clarifying performance issues for
recognition.
Having seen employee's satisfaction
through PM one of the modern work practice
Ram K Navaratna is GM- HRD & Trng, Sami Labs Limited, Bangalore. Email: ram.navaratna@gmail.com
| HRD News Letter | March 2007, Vol.22, Issue:12 34|