Performance Management Trends in 2017
2016 has been an unprecedented year in the area of employee performance management. HR leaders are choosing year-long, data-driven performance evaluations over traditional employee metrics. Annual appraisals have failed to deliver the desired outcomes, and companies no longer find them effective.
In 2017, performance management will be revamped. Tracking employee goal progress, continuous manager feedback, and transparent appraisals will be encouraged.
Read further to find out the changing trends in Performance Management What To Expect From Performance Management In 2017? - Empxtrack
From India, Bangalore
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722016 has been an unprecedented year in the area of employee performance management. HR leaders are choosing year-long, data-driven performance evaluations over traditional employee metrics. Annual appraisals have failed to deliver the desired outcomes, and companies no longer find them effective.
In 2017, performance management will be revamped. Tracking employee goal progress, continuous manager feedback, and transparent appraisals will be encouraged.
Read further to find out the changing trends in Performance Management What To Expect From Performance Management In 2017? - Empxtrack
From India, Bangalore
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Since I provide consulting services on Performance Management Systems (PMS), I read the article avidly. My observations are as follows:
Annual Appraisals and Their Effectiveness
In the above post, you have written that Annual appraisals have failed to deliver the desired outcomes, and companies no longer find them effective.
Comments: This is a sweeping statement. The success or failure of appraisals depends on the faulty process or the organization's maturity. PMS is a serious business and will obviously weigh down on immature organizations.
Purpose of Performance Reviews
In the main article, it is written that The main purpose of a performance review is to motivate employees to effectively contribute towards the company’s goals.
Comments: I strongly disagree with this statement. What is the use of that motivation if the organization does not perform? There are numerous examples where employees are motivated and stick to the organization, yet the organization languishes. Furthermore, how do we measure the motivation of the employee? Without measurement, perception will play a huge role in assessing the motivation of the employee. Therefore, should we move to a process that is motivation-based?
Redesigning Performance Management
The second paragraph reads Amidst all this chaos, only one thing is giving a ray of hope – the redesign of the performance management process! Re-engineering performance management is like putting all pieces of the employee development puzzle in a way that makes it complete, removing all inefficiencies and shortcomings.
Comments: On what basis has the author of the article reached the conclusion that there is chaos? Management science has been developing for the last 100+ years. Does the author mean to say that notwithstanding research by management thinkers, all we could get was "chaos"? Are we still where we were 100 years ago? The author could have been a little more thoughtful while choosing their words!
Perceived Changes in Performance Management
The heading of the penultimate paragraph is What Changes Do We Perceive? In this paragraph, seven points are given on which changes are expected in 2017.
Comments: All these points were applicable in 2016 or even in previous years. Who has done research to prove that all of a sudden these points have acquired importance?
Final Comments: My objective was not to dissect the article. However, it merited a critical review, hence my above views.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
Annual Appraisals and Their Effectiveness
In the above post, you have written that Annual appraisals have failed to deliver the desired outcomes, and companies no longer find them effective.
Comments: This is a sweeping statement. The success or failure of appraisals depends on the faulty process or the organization's maturity. PMS is a serious business and will obviously weigh down on immature organizations.
Purpose of Performance Reviews
In the main article, it is written that The main purpose of a performance review is to motivate employees to effectively contribute towards the company’s goals.
Comments: I strongly disagree with this statement. What is the use of that motivation if the organization does not perform? There are numerous examples where employees are motivated and stick to the organization, yet the organization languishes. Furthermore, how do we measure the motivation of the employee? Without measurement, perception will play a huge role in assessing the motivation of the employee. Therefore, should we move to a process that is motivation-based?
Redesigning Performance Management
The second paragraph reads Amidst all this chaos, only one thing is giving a ray of hope – the redesign of the performance management process! Re-engineering performance management is like putting all pieces of the employee development puzzle in a way that makes it complete, removing all inefficiencies and shortcomings.
Comments: On what basis has the author of the article reached the conclusion that there is chaos? Management science has been developing for the last 100+ years. Does the author mean to say that notwithstanding research by management thinkers, all we could get was "chaos"? Are we still where we were 100 years ago? The author could have been a little more thoughtful while choosing their words!
Perceived Changes in Performance Management
The heading of the penultimate paragraph is What Changes Do We Perceive? In this paragraph, seven points are given on which changes are expected in 2017.
Comments: All these points were applicable in 2016 or even in previous years. Who has done research to prove that all of a sudden these points have acquired importance?
Final Comments: My objective was not to dissect the article. However, it merited a critical review, hence my above views.
Thanks,
Dinesh Divekar
From India, Bangalore
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