How can an organisation make its Performance management systems more effective ?

Performance management begins,when an employee is assigned a job and end when that employee leaves Organisation. Though it is a ongoing communication process, undertaken in partnership, between an employee and his her immediate supervisor that involves establishing clear expectations and understanding about job and how effectively each employee can achieve his/her goal. Though it is combined effort of both employee and his immediate supervisor, but Supervisor/manager are playing major role.Many times we only focus on major factors, and forget many minute factors. If any organisation talking about a successful Performance management then it should focus on the given points.

1.Clarity in Job description:- Job only can be performed when we have a clear idea about our job and that is:

a) what is the job.

b) what are the procedure.

c) what are the skill set we required to perform the same.

2. Selection method:- Once job description is finalized management proceed for recruitment. At the time of selection we should follow only those methods which are related to our required skill set . Right people at right place is the first principle of a successful performance management system.

3.Idea about performance standards,outcomes, and measure:- Employee should know what to do , what are the best procedure to do the job effectively, what will be the quality of product.What are the standard to measure their performance and tips to how easily meet managements expectation.

4.Effective Training:- For best performance, the management should provide necessary information to employee,regarding the company, regarding their position and their job, which has to be performed by them. It is management duty to provide effective training for process and for product. Same time apprise them about customer needs and requirement .

5.Effective and prompt feedback:- Training will be only fruitful, if managers will give on going and consistent feedback to their employees,on their strength and weaker areas. feedback system will be more and more effective, if it will create such a work environment, where people feel free to ask the question about their job, their performance on job, and give suggestion about their job.

6.Monthly and quarterly review:- The review will help to create a healthy and positive atmosphere for discussion on

a) what are their achievement.

b) what will be their next goal.

c) what are they planned for their job.

d) how they are doing their ground work.

7.Design Effective compensation and recognition systems:- The entire process is for money, of money and to money for both organisation and employee. We can't ignore the measure motivating factor. Most of the organisation just over looked this important factor. Any reward or recognition send message to an individual about their value.

8.Promotion/career development:- The immediate supervisor/manager is a best person to help employees to develop their potential, through assigning challenging job, more responsibility and cross training. It will be more productive if manager/supervisor will create a environment, where people feel comfortable to do the experiments.

9.Try to know the reason why valued employees leave the organisation:- When a valued person leaves the company, it is important to know the reason for which he leaves the organisation. The exit interview feedback will help the company to take some measure action. It will not only helpful for employee retention,but also help to retain valuable employees.