Through your heading of the post "Is the existing Performance Management Process a failure & a blot on HR Function" you have made a big sweeping statement. While HR professionals have their own set of problems, painting all with the same brush would not be fair.
The bane of HR professional lies in getting entangled in jargon. Just two days ago, I met HR Director of one service company. He gloated over his certificates, and the systems and process. Nevertheless, in more than half hour interaction with him, he never mentioned the results accrued from these HR interventions. Basic malaise lies in missing wood of results in the jargon of trees. The training company through whom I had got this assignment had told to keep this HR Director in good humour. Since these are the very people who give us business, I kept on appreciating him though, my appreciations were false ones.
Coming to PMS. The trouble with the KPIs is that these are not designed to measure the various costs associated with their business. Superficial measures give superficial results. How many HR are capable to measure the inventory carrying cost or cost of lost capacity?
Coming to your post. Have you done any survey on PMS? If yes, then what was the sample size? Which industries did you choose? Was any variation came out amongst the industries? Your post does not mention any numbers, either of your own study or someone else's. Talking without number is malaise of HR. Are you also affected by this malaise?
If you have not conducted any survey then should it be assumed that your post is nothing but your perceptions or the arguments made are visceral?
My second observation is that you have used concepts of Performance Appraisal (PA) for Performance Management Process. It would be mistake to do that. PA is subset of PMS, one cannot forget this.
I have been giving my replies on PMS time and again. If you have not seen then I recommend you going through the following link:
You will get few more links in the above link. You may go through these if you deem fit.
I would like to share here a previous newsletter that summarizes a couple of lessons learnt from many Performance Management implementation projects we did in the past. Hopefully it reassures everyone who is already struggling with this key HR process!
Feel free to ask questions!
Anne Van de Catsye - Senior HR Advisor EMEA
Essential Toolkits for HR