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performance management tools
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| Most of the Indian organizations
today think, and wrongly so, that they will have positive results by
constantly concentrating on revising the appraisal form that is used as
a performance management tool in the organization, or by copying or
benchmarking the rating scheme used by other best practice companies.
However, in reality, the performance management practices that work and are successful in one organization may not necessarily create the same kind of value in another, even if the two organizations work within the same industry or external environment. The effectiveness of any human resource performance management tools depends most on its fit within the broader internal organizational system in which it operates. The most powerful performance management tools are organization-specific and respond to an organization’s unique business and human capital context. Once the “right” performance management tools are in place within any organization, they can operate as a cohesive system and create a significant financial return that competitors will find difficult to replicate. There are no quick fix methods for enhancing the performance management tools. However, specific steps can be taken to maximize their effectiveness. The following design principles might lead to better results while designing performance management tools in an organization. Firstly it is important to identify the underlying priorities that should guide decisions about performance. It is important to define the company’s position on competing priorities, such as recognizing the team vs. the individual; achieving results vs. demonstrating valued behaviors. The next step is to make sure that the
performance management tools you choose find the right fit with your
strategy, structure, and culture. The performance management process
should reinforce the messages that the organization wants to send about
its business, talent, performance, rewards, advancement, and careers. For your company values to become
meaningful guidelines for your workforce, you need to communicate them
clearly as well as have senior leaders model them in their daily
actions.
~ Category editor Sakina Kadiwala. copyright data indianchild.com
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