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Performance management and performance appraisal
- 1. Difference between performancemanagement and performance appraisal By S.SRIVIDHYA Both the performance management and performance appraisal comes under performance management systems, the key points and the objectives differentiate them. Both of them talks about performance of the target and ways to improve them. Introduction Performance management deals with ensuring the effective usage of resources to obtain a better output. It determines the quality of performance by an individual, team, department, process, project or entire organisation. Performance appraisal is a method by which the employees are evaluated by the superiors based on the predetermined standards such as efficiency, attitude, attendance, output, behaviours, feedbacks from coworkers, etc., Definition Performance management is defined as the process of continuous communication and feedback between a manager and employee towards the achievement of organizational objectives. According to Gomej-Mejia – “Performance Appraisal involves the identification, measurement and management of human performance in organisation.” Process
- 2. PERFORMANCE MANAGEMENT PERFORMANCEAPPRAISAL Evaluates performance and helps to improve Evaluates performance Compares and considers past, present and future Considers past alone Individual and team assessment Mainly focuses on individual No subtypes Traditional and modern methods Used for formulating strategies Used for estimating result and increments Anyone can participate irrespective of category Usually superiors assess subordinates Done continuously Done periodically Instant review/feedback is possible Periodical review/feedback is possible Qualitative and quantitative approach Quantitative approach Flexible Rigid Involves all departments Done by HR department Transparent and free flow of communication Translucent and partial communication Makes people feel better and reduce stress Does make people feel anxious and stressful Can show sense of uniqueness Standards are already available for implementation
- 3. References https://www.synergita.com/blog/differentiate-employee-performance-management-and- performance- appraisal/#:~:text=Performance%20management%20looks%20at%20an,performed%20in%2 0the%20immediate%20past. https://www.hrtechnologist.com/articles/performance-management-hcm/what-is- performance-management/ https://www.yourarticlelibrary.com/performance-appraisal/performance-appraisal-methods- traditional-and-modern-methods-with-example/35492 https://businessjargons.com/performance-appraisal.html Characteristics of anunsuccessful versus a successful performance management system UNSUCCESSFUL PMS SUCCESSFUL PMS Indefinite structure Fair evaluation and equality Deviation from goal Continuous improvement and evaluation Improper implementation Recording data Lack of communication Synchronization with organisation Improper identification of performance Identification and communicating organisational statements No recognition Proper monitoring, coaching and guiding Not providing proper feedback sense of shared values, beliefs and expectations Inconsistent system Team building and team spirit Ignoring or not recognising problems Training and development measures Lack of participants, support, leadership and resources Publically rewarding and motivating Unrealistic expectation Adhere to psychological principles Implementation failure Keeping professional and not personal Complexity and inconsistency Using more than 1 rating
- 4.