Performance management system is tool which is used to communicate the organizational goal to the employees individually, allot individual accountability towards that goal and tracking of the progress in the achievement of the goals assigned and evaluating their individual performance. Performance management system reflects the individual performance or the accomplishment of an employee, which evaluates and keeps track of all the employees of the organization.
It is the tool that helps the managers to manage their resources and eventually result in the success of the organization. Performance management system is a very broader and complicated function of HR. It includes activities such as joint goal setting, frequent communications, continuous progress review, feedback of the performance and rewarding the achievements.
Following are the actions included in performance management systems:-
1. Providing career development support and promotional guidance to the employees.
2. Giving regular feedbacks and coaching during the period of delivery of performance.
3. By proper selection process, selecting the right set of people.
4. Making clear job descriptions and employee performance plans.
5. Arranging training and development programs based on the evaluations of the performance of the employees.
6. Conducting the exit interviews in order to know the reason for the discontentment and from the organization.
Advantages of the Performance management system:-
1. Performance based conversation- This enables the managers to talk about the performance of the employees individually. They may help the employees in case he is not performing well, on the other hand appreciate him in case he does good work.
2. It can also help to identify the employee development opportunities, which could be the crucial part of the succession planning process.
3. It rewards the employees who are good performers as employees deserving the promotions can easily be identified.
4. The under performer can be identified and eliminated or helped improving his performance with various training and development programs.
5. Proper maintenance of the past performance records of the employee in a systematic order, which can be used for future references.
6. Employee himself can gauge his performance and work upon it accordingly.
A typical performance management system has the following components:
1. Establishing Performance Standards
Identifying the relevant standards
Selecting the indicators
Specifying the goals and targets
Communicating the expectations
2. Performance measurement
Refining the existing indicators and define the measures
Developing data systems
3. Quality Improvement Process
Decision making using the data and improve policies, programs and outcomes
To create a learning organisation
4. Progress Reporting
Analysing the data
Provide feedback to the staff, managers, policy makers etc.