Is it about managing performance, or managing the behavior that will produce the performance? And if it is indeed about influencing the person so that he has clarity of agreed outcomes and the support available to him to achieve these, are organizations doing lip service to it or are they serious about the process?
The writing on the wall has started becoming visible that traditional performance management systems are going to be replaced sooner or later.
Yet 80% of organizations continue not only to generate performance scores for employees but also to use them for compensation purpose. The time is not far when modified version of PMS will take over in majority of organizations. Analytics and big data with the support of technology will change the face of PMS. The Performance management system of future has to be outcome driven, forward focused, engaging and adaptive. Following pages are going to reveal as to what all should have a PMS of the future….
Most organizations love the concept of managing performance, and most employees think of this exercise in a narrow dimension. They often think of the dialogue as heavily loaded with a predetermined agenda focused on a financial outcome for them. Is it about managing performance, or managing the behavior that will produce the performance? And if it is indeed about influencing the person so that he has clarity of agreed outcomes and the support available to him to achieve these, are organizations doing lip service to it or are they serious about the process? Are they really influencing his behavior or is the Performance Management system seen as a fixed match?
This story is from the April 2017 edition of Business Manager.
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This story is from the April 2017 edition of Business Manager.
Start your 7-day Magzter GOLD free trial to access thousands of curated premium stories, and 9,000+ magazines and newspapers.
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