poorly developed performance appraisal system

Weaknesses of poorly developed performance appraisal system.

According to Winstanley and Stuart (1996), Traditional approaches by companies to performance management fails because they are flawed in implementation, demotivated staff and are often perceived as forms of control that are inappropriately used to “police” performance. Because pluralism is endemic in organizations, it should not only be the power holders voice that is heard. ‘Where consensuses exist, it can be built in, but where it does not, dissenters are not silenced.’  

Conclusion

By considering all of the theories related above Performance Management is a continual process, not something that occurs only once a year. Effective performance management will be a key to ensuring that design efforts in areas like compensation are successfully supported and implemented. The Management should evaluate the employee’s performance, discipline, dismissal and appeal rights. By assessing current employees KPI’s and recommending the best options, the work team will ensure that the organization has implemented the most effective performance management strategies. Also encourage staff members by stimulating them intellectually to adopt creative thinking processes, and push them to reconsider the solution of old problems through new techniques (Korkmaz,2007). As such by implementing the right performance management strategies the employee turnover will be less as the employees see the organization as a ‘Great Place to work’.