"Do HR professionals actually face challenges when it comes to performance appraisal? What are the various strategies they adopt in order to overcome the same? Do you think performance appraisal varies from sector to sector?
Request your valuable comments."
From India, Bengaluru
Request your valuable comments."
From India, Bengaluru
Dear Sherlie,
Replies to your question are as below:
"Do HR professionals actually face challenges when it comes to performance appraisal?
Comment: Since you have inserted the word "actually" in your question, it appears that you have a doubt about the challenges that HR faces in Performance Appraisal (PA). Do you have a notion that HR professionals do not have challenges but they just pretend? The following are the challenges in general:
a) Accurate measurement of performance.
b) When a manager awards low marks, it disgruntles the junior employee. This disgruntlement could result in his/her exit as well. Therefore, PA, far from being an Organisation Development (OD) exercise, undercuts growth.
c) Managers are not sensitized to the importance of PA. They treat this process casually.
What are the various strategies they adopt to overcome the same?
Comment: No strategy is required as such. More than a strategy, a sound policy on PA is necessary. The important point is that PA concentrates only on individual performance. We need to go beyond and measure business performance. For this, you need to have a well-designed policy on Performance Management System (PMS). There was a query in this forum on PMS. I have replied to this post. Click the following link to refer to the reply:
https://www.citehr.com/511936-pms-company.html
Though the heading of the post is for IT companies, the reply is applicable to all types of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
Do you think performance appraisal varies from sector to sector?
Comment: While the process may not vary, the measures of performance will vary. Measures of performance need to be customized according to one's business. This is the real challenge. While measuring, we need to ask the question: Do we measure what deserves to be measured? Are our measures superfluous? While measuring employee performance, are we ignoring the organization's performance or business performance?
Thanks,
Dinesh Divekar
From India, Bangalore
8227Replies to your question are as below:
"Do HR professionals actually face challenges when it comes to performance appraisal?
Comment: Since you have inserted the word "actually" in your question, it appears that you have a doubt about the challenges that HR faces in Performance Appraisal (PA). Do you have a notion that HR professionals do not have challenges but they just pretend? The following are the challenges in general:
a) Accurate measurement of performance.
b) When a manager awards low marks, it disgruntles the junior employee. This disgruntlement could result in his/her exit as well. Therefore, PA, far from being an Organisation Development (OD) exercise, undercuts growth.
c) Managers are not sensitized to the importance of PA. They treat this process casually.
What are the various strategies they adopt to overcome the same?
Comment: No strategy is required as such. More than a strategy, a sound policy on PA is necessary. The important point is that PA concentrates only on individual performance. We need to go beyond and measure business performance. For this, you need to have a well-designed policy on Performance Management System (PMS). There was a query in this forum on PMS. I have replied to this post. Click the following link to refer to the reply:
https://www.citehr.com/511936-pms-company.html
Though the heading of the post is for IT companies, the reply is applicable to all types of industries. In the above link, you will find several other links. Go through all the links patiently. It will improve your awareness of the subject.
Do you think performance appraisal varies from sector to sector?
Comment: While the process may not vary, the measures of performance will vary. Measures of performance need to be customized according to one's business. This is the real challenge. While measuring, we need to ask the question: Do we measure what deserves to be measured? Are our measures superfluous? While measuring employee performance, are we ignoring the organization's performance or business performance?
Thanks,
Dinesh Divekar
From India, Bangalore
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