KB 58 Performance Appraisal: A 'Merry-go-round' game

a human resource newsletter

issue no 58 | may 2013

PERFORMANCEMANAGEMENT - LATESTTRENDS Annual performance appraisal has given way to year round Performance Management System (PMS) over the last two decades. My observation is that, this change very closely coincides with the globalization of the economy where various scattered teams deliver their services from globally disseminated locations. In this context two basic considerations are important.


Performance management is one of the important tools that executives, line managers, and employees use to achieve their collective goals. IT based software applications that provide the organization with a way to achieve its operational and strategic goals have enabled a welcome change in the way performance management is done. In a matrix organization, an employee may have multiple reporting managers who are located in dierent geographical locations. The software based PMS is useful for managing such relationships. Employees and managers can set goals and review them, capture accomplishments, track development and coaching needs throughout the year. This have also facilitated periodic timely feedback and feed forward thereby eliminating heartburns towards the end of the year when appraisal is

Anindya Purkait is the Chief Operating Officer of Atyaasaa Global Alliances LLP. His 17 years of contribution to corporate organizations include leading US and Indian multinational organizations in industrial systems and off-road automotive industries. He has held varied senior management positions in global design, technology and innovation centres of US multinational organizations. He has a rich experience in leading large distributed and multicultural engineering teams working on

global and regional New Product Development (NPD) programmes.

conducted. Thus, when the appraisal is actually conducted, both are better prepared and have a full record of relevant information. This feature also promotes an ongoing dialogue between managers and employees and ensures that both are on track to achieve their goals for the year. Data mining and analysis gives a clear picture of the competency gaps across various levels of the organization. This serves as an input to the ‘learning and development’ and ‘organizational development’ functions leading to the laying of annual learning calendars and specic OD interventions. In addition, assessing employee engagement has become an important aspect of performance management discussions. This is because an engaged employee is a productive employee. Further, team’s level of employee engagement becomes a critical parameter for evaluation of a supervisor/manager.

*The views expressed in each of the article are solely those of the author.

“Leadership is all about managing performance and not only about monitoring performance” BEAN STATEMENT

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