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Performance Review ?????

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  • Performance Review ?????

    Hi all,
    Performance review in the organizations must be always a HOT issue. I was going through a case study in one of the magazines dealing with the same problem and felt like finding answers to some questions . Why performance review is always taken in a negative sense when it's meant for individual's development? The performance appraisal is surely not for criticizing people then why such a wrong approach? In most of the organizations it's an yearly affair. Does it really serve the purpose? Do managers really don't have time to with their team members and discuss their targets and performance in general? Your views would definitely help to think and analyze the system more clearly. Waiting for your views.....
    Regards,
    Anita

  • #2
    Performance review in the organizations must be always a HOT issue.

    PR is a regulated development issue, but lack of understanding / lack of training / poor attitude, all contributes to the HOT issue.

    Why performance review is always taken in a negative sense when it's meant for individual's development?

    -PR is treated as an evaluation tool, when it is actually a development tool.
    -PR as a concept is not properly sold to all people in the company.
    -Most employees do 85% well in their job, but the boss aim at the 15% negatives.
    -The bosses use value judgement terms [ like bad performance], instead of descriptive terms for poor performance. -salary reviewed are linked to PR, it should never be linked.
    -BOSSES are not trained enough in people management.

    The performance appraisal is surely not for criticizing people then why such a wrong approach?

    -lack of training of the managers in using PR.
    -bosses must use descriptive words in describing poor performance, not criticism.
    -every poor performance review , must have an action plan for improvement, generally this does not happen.

    In most of the organizations it's an yearly affair. Does it really serve the purpose?

    -PR is a flexible development tool.
    -MANAGERs must use it accordingly--once a year for high flyers.
    --for some it could 2 times a year.
    --some would more frequently, as per the need.

    Do managers really don't have time to with their team members and discuss their targets and performance in general?

    -Managers have a responsibility and are accountable for this.
    -they must create time for this purpose.
    -the managers set the target , hence have the responsibility for PR.
    -PR will become more effective, if the manager's incentive is linked to the teams performance.

    Regards,

    Anshu



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