Good Performance Management and Appraisal System

When you attend the conference of HR Professionals about Performance Management System – the topic for attendees is always the same – the form for Performance Appraisals.

The people do not discuss the principles and processes behind the Performance Management; they really discuss the form to put the formal appraisal in. The formal process and formal appraisal tracking is for many HR departments more important than the real appraisal process and the process of formalized feedback provided to employees.

What is the real purpose of Performance Management for the organization? The real purpose of Performance Management system is to:

• Provide employees with the feedback, which is standardized;
• Provide employees with clear goals and tasks for the following period;
• Communication of company culture and corporate goals to the lower levels.

Today, Performance Management Systems are often mis-used as the system for development of the staff in the organization and as a tool of detection of corporate health. But, in the situation, when this happens, the employees and managers tend to lie to the whole system as no one wants to be identified as a person “highly suitable” for the next round of lay-offs.

The Good Performance Management System should really focus on its main functions for the organizations and it should stay as simple as possible.

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