Hi Can u help me in solving my confusion abt the difference b/w Performance Appraisal and Performance Management system. Regards saakhi
From India, Delhi
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3From India, Delhi
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Performance appraisal is an integral part of a performance management system dealing with:
- Giving effective feedback
- Handling difficult messages
- Setting achievable goals and expectations
- Supporting other people's development
- Using acknowledgment and praise
- Dealing with issues as they arise
- Avoiding escalating problems
- Seeing things from other points of view
- Dealing with your and other people's feelings
- Dealing with difficult or tricky people
- Building confidence and morale
- Setting effective boundaries
- Knowing what to do when the goal posts change
- Tools for day-to-day performance management
From India, Hyderabad
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- Giving effective feedback
- Handling difficult messages
- Setting achievable goals and expectations
- Supporting other people's development
- Using acknowledgment and praise
- Dealing with issues as they arise
- Avoiding escalating problems
- Seeing things from other points of view
- Dealing with your and other people's feelings
- Dealing with difficult or tricky people
- Building confidence and morale
- Setting effective boundaries
- Knowing what to do when the goal posts change
- Tools for day-to-day performance management
From India, Hyderabad
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Hi!
Performance Appraisal (PA) refers to the "one-stage system" of assessing and/or evaluating the performance of employees. Under this system, the organization issues an appraisal sheet to managers (usually once or twice per year) to be filled out and returned within a specific deadline. The results are used as a basis for promotion, cash awards, and/or sanctions.
A Performance Management System (PMS) refers to a multi-stage system in managing employee performance within organizations. In our (Emilla Consulting) PMS, there are five (5) stages, namely:
1. Performance Planning
2. Performance Review and Assessment
3. Performance Conference & Feedback
4. Improvement & Development Planning
5. Recognition, Rewards, & Sanctions
The PA is considered an old and outdated methodology because it has been accused of bias, favoritism, subjectivity, etc. Moreover, many organizations, employees, and industrial courts worldwide have clamored for more objective and credible tools that can withstand scrutiny when their results are used as a basis for promotion, cash awards, and/or sanctions like demotion or dismissal.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
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Performance Appraisal (PA) refers to the "one-stage system" of assessing and/or evaluating the performance of employees. Under this system, the organization issues an appraisal sheet to managers (usually once or twice per year) to be filled out and returned within a specific deadline. The results are used as a basis for promotion, cash awards, and/or sanctions.
A Performance Management System (PMS) refers to a multi-stage system in managing employee performance within organizations. In our (Emilla Consulting) PMS, there are five (5) stages, namely:
1. Performance Planning
2. Performance Review and Assessment
3. Performance Conference & Feedback
4. Improvement & Development Planning
5. Recognition, Rewards, & Sanctions
The PA is considered an old and outdated methodology because it has been accused of bias, favoritism, subjectivity, etc. Moreover, many organizations, employees, and industrial courts worldwide have clamored for more objective and credible tools that can withstand scrutiny when their results are used as a basis for promotion, cash awards, and/or sanctions like demotion or dismissal.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
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Performance Management System.doc