The Perspectives Of Performance Management

Published Date: 02 Nov 2017

Name

Al Ain Women’s College

BMHR 430

Table of content

Title page Page 1

Question 1 a) Page 3

Question 1 b) Page 4

Question 2 a) Page 4

Question 2 b) Page 5

Question 2 c) Page 6

Question 2 d) Page 6

Bibliography Page 7

Q 1 a)

Purpose and tools used for evaluative and developmental performance management systems:

Performance management system is of value to the organization focusing on the total quality management for efficient management. It works successfully when all the fundamentals (financial, customer, Employees etc) are considered with a balanced and appropriate approach. Performance management is a thorough procedure which throws light on the entire organization’s performance to the departments and segments and at the employees’ level to achieve its strategic objectives. It is important to measure the performance of the employees so that the organization knows the work load and output of each employee. Improvements can be done if the performance is measured effectively. Learning and development is essential part of performance measurement. Work objectives are being planned for the coming year that help improve the performance, provide development opportunities and support the overall business plan objectives. Checklists are evaluative while training programs and refreshers courses are developmental performance management system. To enhance the performance as well as keeping the employees up to day about the latetest information and technology organizations organize workshops, diploma programs or short courses, in house training programs etc for developmental purposes. Evaluative and developmental performance management systems go side by side, some employees after evaluation need to be trained while some are eliminated for taking on board efficient workforce purposes.

Tools

The balance score card can be used as a tool to measure performance from three added standpoint of customers, learning and growth, and internal business processes. (Robert S Kaplan). Annual Performance Appraisal Form is one of the best tools to measure the individual’s performance. (Haringey Performance Appraisal Handbook). Through Annual Performance Appraisal Form one can review his/her performance over the past year or a specified period and plan work objectives for the coming year that might help to improve performance, provide development prospects and support the entire business plan objectives and goals. (Faisal Tehscene Shah) Solution focused questioning is a technique/tool that can be utilized to persuade an individual to appreciate, value and focus on their strengths which motivates them, lead an individual to understand what improved and enhanced performance should look like and motivate and encourage an individual to want to perk up their own performance. (Haringey Performance Appraisal Handbook). Assessing Performance Checklist and Competency Measurement Checklist are also some effective tools to asses or measure an individuals’ performance.

Q 1 b)

Strengths and weaknesses of the two systems

Solution Focused Questioning

Annual Performance Appraisal Form

Strengths

Weaknesses

Strengths

Weaknesses

1. Motivates an individual

1. Very transparent

1. Plan the objectives

1. A person can state false data

2. Persuades to work enthusiastically

2. Individual may loose interest

2. Self assessment

2. Might not approve ones report and decide to resign

3. Gives a chance for improvements in performance

3. Individuals might not give serious and proper feedback

3. Provides feedback and views of the person

3. Demotivating

4. Focuses on good practices

4. May loose important facets

4. Readily available for use

4. Biased feedback

Solution Focused Questioning:

Solution focused questioning is a technique that can be used to give confidence to an employee in order to motivate and appreciate so that they focus on their strengths and retain them. It leads an individual to understand what it would look like if more improvements are done. Solution focused questioning motivates the employee to want to improve their own performance for an organizations betterment. However there are also some drawbacks of using Solution focused questioning as it is very transparent and the employees might not like it and loose interest.

Annual Performance Appraisal Form

Bosses and employees prepare themselves by reflecting on the year’s performance and thinking and planning ahead for the coming year’s objectives and development needs and plans. This is a kind of information which can be readily available for the review of an employees’ feedback and performance. But there are possibilities of biased feedback which can be demotivating for the employees.

Q 2 a)

Haringey’s Competency Framework is made up of 10 competencies which covers a lot of aspects more than any performance evaluators. For instance the smart checklist and performance appraisal report measures individuals’ performance not a broader view of an organizations (Haringey Performance Appraisal Handbook) employees unlike the Haringey’s Competency Framework. Correctability lacks a big time in case of smart checklist and the employees get time-bound and cannot meet up the set objectives and goals. Whereas in case of performance appraisal reports the supervisor or the individual himself can be biased about the feedback and the performance appraisal. Ethicality in giving the performance appraisal of an employee is to be essentially maintained. Supervisors should suppress their personal self-interest in providing evaluations. Performance dimensions are to be evaluated for which the supervisors have sufficient information otherwise the report generated is biased. (Performance Management).

Q2 b)

The performance management can be evaluated by a smart checklist or performance appraisal report. These both performance evaluators can be benchmarked by ‘balanced scoreboard’. A balanced scoreboard is a tool to collectively measure performance in an organization while a checklist and performance appraisal report measures individuals’ performance. Through smart checklist or performance appraisal report a supervisor can asses only some certain particular elements to appraise or check the individuals performance. Thoroughness is an important element to asses an individual’s performance, all major responsibilities should be evaluated; both negative and positive feedback on performance should be given. (Performance Management). The manager not only focuses on what an employee has achieved but also how it was achieved. (Haringey Performance Appraisal Handbook).

SMART Objectives Checklist and Performance Appraisal Report

Characteristics

Haringey Council

UAEU

Thoroughness

Yes

Yes

Specificity

Yes

Yes

Reliability

Yes

No (possibility of errors is present)

Validity

Yes

Yes

Inclusiveness

Yes (self appraisal form )

Yes

Correctability

No

Yes

Ethicality

May or may not

Yes

Q2 c)

Each evaluator and performance measurement system is beneficial in its own way. For instance the Smart Objective Checklist is of great use in assessing the objectives and goals planned to be achieved by the end of the year and so is the Assessing Performance Checklist which is useful at the end of the year when one is discussing performance against work objectives/goals and during the year when the supervisor routinely monitor and coach the employees working under them. (Haringey Performance Appraisal Handbook). Whereas the Competency Measurement Checklist and the performance appraisal report are somewhat different from each other. The Competency Measurement Checklist checks whether the individual is aware of and understands what competencies are and how they relate to his performance and in the performance appraisal report the individual is being assessed both by the supervisor as well as by himself by self appraisal report which shows that the organization and the individual are strategically congruent.

The performance management guideline given by the UAEU is a very effective set of guidelines handbook. UAEU performance guideline covers some very effective tool for performance management. One of the very effective characteristics used by UAEU handbook is Openness in evaluating the employees performance which is very essential tool as performance is evaluation is frequent and is two-way appraisal meeting; communication is open and clear which elimates the possibility of bias feedback and so is done in the Haringey Council Handbook tools.

Q2 d)

Through this thorough study of Performance Measurement I have been able to understand the importance of measuring an individuals performance in an organization. Essentially the milestone to success of an organization mainly depends on its workforce, what and how they carry out their tasks to achieve a certain set particular goal or aim. Team work, honesty, integrity, innovations, self-discipline etc leads to improvement and growth of an organization. (Haringey Performance Appraisal Handbook). Efficient workforce is needed in an organization so that it can work by setting stated objectives and regularly re-evaluate progress, employees become responsible and efficient for/in their own performance. (United States Office of Personnel Management). I have learnt the basic components how performance measurement can be measured. I’d like to list them as 1. Planning: setting goals and measures; and communicate key elements and set standards to achieve those goals 2. Monitoring to measure performance and give back the feedback 3. Developing so that to address to improve or enhance the performance 4. Rating to summarize the record of each individual’s performance 5. Rewarding on the basis of good or bad performance. Both Haringey and UAEU handbook for performance measurement have their own strengths and weakness. Haringey states tools which are also related to self growth of an employee, whereas UAEU states some of the tools which are organization growth and improvement oriented. In UAEU handbook the tools follow standardization, performance is evaluated quiet consistently across time and people. One of the best features of UAEU handbook for performance measurement is ethnicity, the employer/supervisor evaluate the individual on the information they posses keeping his/her personal interests aside.