Page 139 - DMGT406_HUMAN_RESOURCE_MANAGEMENT

Human Resource Management

Notes The appraiser and appraisee need to follow certain things while receiving & giving feedback:
1. Adequate preparation: The appraisal should be a continuous one formal meeting
should take place on a fortnightly, monthly or quarterly basis. Such meetings must
be conducted in an atmosphere of mutual trust, understanding & friendship. The
hierarchical boundaries should be ignored.

2. Describe behaviour: It involves certain question such as:
(a) What happened?
(b) Where & when did it occur?
(c) Who was involved?

(d) How did it affect others?
Certain precautions need to be observed while describing a behavior:
1. Acts not attitude
2. Future-oriented

3. Goal-oriented
4. Listen to the recipient
5. Descriptive and not evaluative
6. Data based feedback

7. Suggestive
8. Reinforcement
9. Continuous
10. Need based and solicited.

8.4 Performance Management System

Performance management system is a process for setting goals and monitoring progress toward
achieving those goals. It is just like other system where achieved results are continually measured
and compared with the desired goals or outputs. Any discrepancy or gap is recognised and fed
back into changing the inputs of the process, so as to achieve the desired goals.

Simply put, performance management includes activities to ensure that goals are consistently
being met in an effective and efficient manner. Performance management focus on performance
of the organization, a department, processes to build a product or service, employees, etc.
Performance management system has become crucial for the organisations. Organizations exist
to perform. If people do not perform organizations don't survive. If people perform at their
peak level organization can compete and create waves.
Performance management systems if properly designed and implemented can change the course
of growth and pace of impact of organizations. Performance management system is a recent
phenomenon in this dynamic business world. In the past organizations as well as the HR function
have wasted a lot of time by wrongly focusing on performance appraisals rather than performance
management.

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