Hello Siva. Thank you for your comment. I did not mean to imply that performance management as a system is simple. I was referring specifically to the question of who does the appraising. The simplest and minimalist option here is for the employee’s immediate supervisor to do the appraising.
You are dead right. Effective PM is much more than filling in forms, and I have said that myself in many forum postings over the last couple of years. Supervisors and managers need to be skilled in giving frequent, timely, direct, honest and tactful feedback. They also need to be skilled in setting objectively measurable and meaningful objectives. The appraisal cycle needs to fit in with the company’s business cycle. Employee evaluations need to be recorded and stored efficiently and confidentially. Goals need to be cascaded from the higher levels of the organization. Rewards for good performance and behaviors need to align with the organization’s overall system of rewards and remuneration practices, and so on and so on. The larger the organization, the harder it is to get this right; and the more damage done when it is not right. Thank you Siva for giving me the opportunity to clarify more fully what I meant.
Les Allan
Author:
From Training to Enhanced Workplace Performance
www.businessperform.com