Perfappsys in Indian Organizations

8/13/2019 Perfappsys in Indian Organizations

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PERFORMANCE APPRAISAL

SYSTEM

IN

INDIAN ORGANIZATIONS


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Performance App raisal System

In the context of employee performance

one FQA is whether the currentperformance measurement models are

adequate for the Indian Organizations

If not, what changes are required?


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This presentation is limited to the

situations prevailing in Indian

Organizations only


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Although Indian Organizations hascome off age in recent times, human

resource management continues to

remain a neglected one.

The role of Human Resource Managers

remain limited to fire fighting.


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Areas like capability assessment,

including capability gaps and trainingneeds, placement of right people in the

right places, career plan, employee

motivation etc. are areas receiving noattention.


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Most HR Managers go through the

performance appraisal in a rathermechanical way and treat them as they

treat the plethora of statements that are

prepared by organizations for

submission to various authorities.


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Presently HR Manager are clearly not in

the know-how of what all uses a

performance appraisal, if done in a

scientific way, can be put to.


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Presently in most organizations,

employees are required to submit theirperformance appraisal only when a

promotion process is undertaken.


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Only a few organizations have put in

place mechanisms to identify key

responsibility areas for the purpose of

designing their performance appraisal

forms.

Target setting is virtually non-existent.


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The aims and objectives of the

organisation, the contribution ofindividuals/the departments towards

these objectives are certain key

elements missing in the present dayperformance appraisal systems.


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The process takes a bottom-up

approach with virtually no interaction

between the appraisee and theappraiser.

A critical assessment of the appraisee

and review of the performance over a

reporting period are virtually non-

existent.


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As a result the employeesdevelopment

suffers and valuable human resourceswasted.


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Nowadays various tools are available

for evaluating employee performance.

Some organisations have even taken to

360 degree evaluation techniques.


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Till such time managing human

resources gives way to HumanResource Management in

organizations, performance

management systems including 360

degree evaluation techniques shallremain a distant dream.


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If only organizations are to make use of

the performance appraisal systems they

have to make it a more meaningful onethereby contributing to the development

of the individual and the organisation as

a whole, they will be taking a giant stepforward.


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It is in this context that one should look

at revamping the performance appraisalsystems in Indian organizations.

As a first step of course, one should be

clear as to what purposes it shouldserve.


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In general a performance appraisal

system should serve as a tool for work-

performance judgmental and provide a

basis for reward allocation, promotions,

transfers, lay-offs etc.


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It should help the organisations to

identify high potential employees

developmental, fostering workimprovement, identifying training and

development opportunities and develop

ways to overcome obstacles andbarriers.


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It should serve as a medium for

translating organisational goals into

individual job objectives, communicating

expectations regarding employee

performance.


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It should provide for a two-way

communication between the employee

and the supervisor and help diagnose

strengths and weaknesses thereby

enabling a development plan for

improving job performance.


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It should define and analyse the

behavioral aspects of performance.

It should also serve as a medium for

employee introspection.


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Performance Appraisal System.)

A well designed performance appraisal

should give employees answers to

questions such asWhat am I expected to do

How well am I doing

What are my strengths and weaknesses

How can I do a better job and How can I contribute more towards the

organisational goal.


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A performance appraisal system often fails

because

Managers often resist either passively oraggressively

have limited contact with subordinates

and are poor at giving feedback

subordinates are poor at receiving

feedback


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viewed as a wasted paper work

especially if nothing comes out of their

effort.

Managers fear the emotion that can be

unleashed.

Managers fear not being able to defendthe rating.


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Performance App raisal SystemWhile designing, address questions

such as

What is the purpose? What is the supervisors attitude

towards performance appraisal?

What are the appropriate job criteria?

Who should conduct the appraisal? When they should occur; and

How often should they occur?


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The performance appraisal forms

need to be

job related

as simple as possible

easy to administer

valid and reliable enable individuals to influence

measures


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What Performance Appraisal should deliver

Evaluate goals

Provide feedback to the appraisee

Develop valid data for pay and promotion

decisions

Provide means of putting subordinateson notice about unsatisfactoryperformance.


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Enable coaching and developmental goals.

Develop contacts through discussions with

subordinates.

Motivate subordinates through recognition

and support.

Strengthen supervisor-subordinate relation. Diagnose individual and organisational

problems.


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Performance management can be regarded as acontinuous process managing the performances ofpeople for getting desired results.

Performance management is beneficial to all the majorstakeholders of an organization by clearly describingwhat is supposed to be done for attaining certain desiredgoals.

Performance management is the heart of any HRprocesses in an organization as it influences the restother HR functions or processes.

Focus on performance management may be fruitlesswithout the existence of proper organizational design

and management systems.

Some Facts AboutPerformance Management


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Some of the essential pre requisites without whichperformance management system will not function

effectively in an organization are:

Should attract very high levels of participation from allthe members concerned in an organization. It should bea participative process.

Top management support and commitment is veryessential for building a sound performance culture in anorganization.

Organizational vision, mission and goals should be clearly

defined and understood by all levels so that the effortsare directed towards the realization of the organizationalambitions.


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Clear definition of the roles for performing a given jobwithin the organizational framework which emanatesfrom the departmental and the organizationalobjectives. The system should also be able to explainthe linkages of a role with other roles.

Open and transparent communication should prevailwhich will motivate the employees for participatingfreely and delivering high performance. Communication

is an essential pre requisite for a performancemanagement process as it clarifies the expectations andenables the parties in understanding the desiredbehaviors or expected results.


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Identification of major performance parameters anddefinition of key performance indicators.

Consistency and fairness in application.


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A commitment towards recognition of high

performance. Rewards and recognitions should bebuilt within the framework of performancemanagement framework.

Proper organizational training should be provided tothe staff members based on the identification of

training needs from periodic evaluation and review ofperformance. This will motivate the employees for asuperior performance.


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THANK YOU

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Perfappsys in Indian Organizations