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    4 Issues in Performance Management

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    Hazirah Zabidi
    The document discusses several issues related to performance management. It notes that performance management is a complex human process involving observation, judgement, feedback, and measurement. Common problems include low manager participation in reviews and poor quality conversations. Design challenges include determining the appropriate focus on future performance versus past and aligning individual and organizational goals. Operational issues stem from the fallibility of human beings involved in the system. Recommendations to address problems include training managers, simplifying processes, focusing on continual feedback rather than annual reviews, and ensuring clear goal alignment.

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    4 Issues in Performance Management

    Uploaded by

    Hazirah Zabidi
    145 views10 pages
    The document discusses several issues related to performance management. It notes that performance management is a complex human process involving observation, judgement, feedback, and measurement. Common problems include low manager participation in reviews and poor quality conversations. Design challenges include determining the appropriate focus on future performance versus past and aligning individual and organizational goals. Operational issues stem from the fallibility of human beings involved in the system. Recommendations to address problems include training managers, simplifying processes, focusing on continual feedback rather than annual reviews, and ensuring clear goal alignment.

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    The document discusses several issues related to performance management. It notes that performance management is a complex human process involving observation, judgement, feedback, and measurement. Common problems include low manager participation in reviews and poor quality conversations. Design challenges include determining the appropriate focus on future performance versus past and aligning individual and organizational goals. Operational issues stem from the fallibility of human beings involved in the system. Recommendations to address problems include training managers, simplifying processes, focusing on continual feedback rather than annual reviews, and ensuring clear goal alignment.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    145 views10 pages

    4 Issues in Performance Management

    Uploaded by

    Hazirah Zabidi
    The document discusses several issues related to performance management. It notes that performance management is a complex human process involving observation, judgement, feedback, and measurement. Common problems include low manager participation in reviews and poor quality conversations. Design challenges include determining the appropriate focus on future performance versus past and aligning individual and organizational goals. Operational issues stem from the fallibility of human beings involved in the system. Recommendations to address problems include training managers, simplifying processes, focusing on continual feedback rather than annual reviews, and ensuring clear goal alignment.

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    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 10

    Issues In Performance

    Management
    THE NATURE OF PERFORMANCE
    MANAGEMENT

    The many-faceted nature of


    performance management was
    commented on as follows by Wayne
    Cascio:
    ‘It is an exercise in observation and
    judgement, it is a feedback process, it is
    an organizational intervention. It is a
    measurement process as well as an
    intensely emotional process. Above all, it
    is an inexact, human process.’

    Cascio, W F (2010) Managing Human Resources:


    Productivity, quality of work life, profits, 8th edn,
    McGraw-Hill Irwin, New York

    2
    The problems of performance management

    ‘The problems [of performance management] are …


    not of ambition or intent, but rather practice and
    delivery. Low rates of coverage and even more
    frequently low-quality conversations and non-existent
    follow-up are commonplace, in the wake of
    uncommitted directors, incompetent line managers,
    uncomprehending employees and hectoring HR with
    their still complex and bureaucratic HR processes.’
    Duncan Brown
    Performance management problems
    As reported by respondents to the 2014 e-reward survey

    The lack of line


    managers with the
    skills required to
    carry out
    performance
    management
    effectively.
    Line managers
    Line managers
    who were
    who don't
    reluctant to
    discriminate
    conduct
    sufficiently when
    performance
    assessing
    management
    performance.
    reviews.
    Basic design issues

    1 The extent to which the system should be forward-


    looking.

    2 The extent to which the system should focus on


    performance enhancement.
    Design issues

    1. The form and content of the performance


    agreement.
    2. The problem of aligning individual and
    organizational goals.
    3. Whether or not ratings should be used and if
    so, in what form.
    4. The link between performance management
    and performance pay.
    5. How performance management should be
    documented.
    Operational issues

    Performance management can


    be modelled convincingly as a
    system but in practice the acts or
    failures to act of fallible human
    beings prejudice the
    effectiveness of the system.
    How to deal with performance management issues (1)
    As recommended by a respondent to the 2014 e-reward survey

    • Train, communicate;
    • Evaluate performance management through
    employee engagement surveys;
    • Have HR business partners work with line
    managers;
    • Organize round tables (calibration);
    • Provide details of expected competency levels per
    job type/level;
    • Clarify that good is acceptable (not everyone can be
    a star);
    • Encourage ongoing performance management, it's
    more than just an annual administrative hoop – it's a
    powerful management tool.
    How to deal with performance management issues (2)
    As recommended by a respondent to the 2014 e-reward survey

    ‘Keep it very, very simple, be able


    to translate strategy to individual
    goals and give people a clear line of
    sight. Ensure all people managers
    are capable to deliver performance
    management, ie have a
    performance dialogue (this is the
    key!) at any time and not just at the
    annual review.’
    How to deal with performance management
    issues (3)
    As recommended by respondents to the 2014 e-reward survey

    ‘It is the
    conversation
    ‘Focus on the
    between the
    positives, create a ‘Ensure the system isn't
    manager and
    culture of continual hampered by
    employee that is
    bureaucracy and
    performance most important.’
    tedious paperwork.’
    management rather
    than restricting it to
    an annual appraisal.’

    ‘Managers need to
    be given the skills to
    ‘Make it about good ‘Clear line of sight
    conversations, not just a between manage difficult
    process.’ objective setting, conversations and all
    performance staff need to know
    review and
    business goals.’
    how to give and
    receive feedback.’

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