Performance management system
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Performance management systems (PMS) are used to evaluate employee performance and ability to perform tasks. An effective PMS is standardized, valid, legal, provides due process and proper training. A poorly implemented PMS can increase turnover, lower self-esteem, waste time and money, damage relationships, decrease motivation, and cause burnout through inaccurate or unfair feedback and evaluations lacking clear standards.
Performance management system
- 1. PERFORMANCE MANAGEMENT SYSTEM BY, DEEPTI ANDRADE
- 2. DISCUSS THE P.M.S? Performance management system is the heart of any people management process in an organization. • If the people do not perform in an organization they don’t survive. • Performance management systems properly designed and implemented can change the growth and pace and impact of an organization . • The hr functions has wasted a lot of time by wrongly focusing on performance appraisals rather than performance management.
- 3. Characteristics of pms Companies use P.M.S to evaluate employer efficiency at work and ability to perform certain tasks, either by automated or human process. • Standardization. • Validity and conciseness. • Legality. • Due process. • Proper training for evaluators. • No bias of reward.
- 4. DANGERS IN POORLY IMPLEMENTED PERFORMANCE MANAGEMENT SYSTEM • Increased turnover: if the process is not seen as fair, employees may become upset and leave the organization .they can leave physically or they can withdraw psychologically. • Use of misleading information: if the standardized system is not in the place ,there are multiple opportunities for fabricating information about an employees performance.
- 5. • Lowered self esteem: self esteem may be lowered if the feedback is provided is inappropriate and in accurate way. this in turn ,can create employees resentment. • Wasted time and money: performance management systems cost money and quite a bit of time .these resources are wasted when systems are poorly designed and implemented. • Damaged relationship: as a consequence of a deficient system, the relationship among the individuals involved may be damaged ,often permanently. • Decreased motivation to perform: motivation may be lowered for many reasons ,including the feeling
- 6. That superior performance is translated into meaningful tangible or intangible rewards. • Employee burn out and job dissatisfaction: when the performance assessment instrument is not seen as valid and the system is not perceived as fair, employees are likely to feel increased levels of job burnout and job dissatisfaction. • Increased risk and litigation: expensive lawsuits may be filed by individuals who feel they have been appraised unfairly. • Unjustified demand on mangers and employees resources: poorly implemented systems do provide the benefits provided by well implemented system ,yet they still take up managers and employees time.
- 7. • Varying and unfair standard ratings: both standards and individuals ratings may vary across and within units and also be unfair. • Emerging biases: personal values ,biases ,and relationships are likely to replace organizational standards. • Unclear rating systems : because of poor communication, of employees may not know how their ratings are generated and how the ratings are translated into rewards.
- 8. Thank You!