EFFECTIVE PERFORMANCE MANAGEMENT

  ·         It   doesn’t assess actual performance .   The evaluation might be characterised as it only focus on behavioural traits of an individual but not the actual input. ·         It   gives infrequent feedback .  The goal is to find out the issues and resolve them strategically. If so, annual appraisals are illogical and at least quartile appraisals must be done. ·         It is a   non-data-based assessment .  An appraisal is based on an evaluation of behavioural and achievement of an employee, which is completely relying on the supervisors memory and it is difficult to  prove how they have achieved those own rankings in the evaluation system statistically. ·        It’s with   lack of accountability .  The supervisors will never be punished or blamed for providing inaccurate information even though they might be...

Begin with a   strategic performance plan .  A performance plan can reduce the excess time spent to understand and evaluate achievements at the end of the tenure. By understanding the individual targets a clear and updated plan might be favourable for the success of the appraising process. Use a   uniform evaluation cycle .   When a specific time is  allocated  each year or bi annually, it helps the superiors to prepare in advance and assist the growth and development process freely. Or else if sudden  evaluations  are to be done the  superiors  might rush the whole process by giving an  inaccurate  appraisal rating. Require  regular coaching and feedback .   Regular feedback and coaching is a useful tool as it eliminates the surprise element and gives the employee to identify his/her flaws regularly and address them consistently. This might also be helpful with providing an accurate performance appraisal as the ...