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Companies such as Deloitte, Accenture,Juniper,Adobe and recently GE stopped giving employees a1-5 rating or evaluating employees on a “performance curve” approach and started differentiating performance in various ways like a pay-for-performance approach,
By early, around large companies, representing over1.5 million employees,
were following a similar line. Organisations are sensing that they have wasted an enormous amount of time, money and effort on a process that will never work properly.
What do you think would future of this trend? Please share your thoughts.
They aren't completely abolishing Performance Appraisals.... What a number of organisations are doing is getting away from the annual performance appraisal. Where companies are doing this they are encouraging managers to speak with their employees on a more regular basis and I think this is a good thing.
What organisations are trying to do is to take the pain out of Performance Management by having ongoing discussions rather than just a year-end discussion. This allows managers to pick up on issues in a more timely fashion and to intervene as and when necessary to assist their employees. It also tells the employee that what they do is important, and that it's not just a once off discussion at the end of the year to tell you what went wrong!!
It's not about abolishing appraisals it's about making the review more meaningful.
Every organization is different from other organizations in terms of resources, size, culture and most important thing....leadership. Performance evaluation is an important process that gives leadership of an organization some important insight of their human resources regarding their performance over a period of time and its comparison against predefined standards. If there is a right system in place, it help a lot in resolving many HR issues proactively that ultimately result in to significantly improved performance both at individual level and organizational level.
While it is important to keep an eye on emerging trends in various functions, as HR Leader, one should study own organization in order to understand its culture, resources and business and try to implement performance appraisal system that best suits the organization. Just opting some system because some large organization has adapted that or it is the new buzz word is not a good idea.
While on going performance feed back is definitely healthier option, it can hold good only for matured organization. For others who are in the initial stages of performance Management, annual/ half yearly review is very much necessary according to me. Only these process when done religiously will take you to on going performance feedback over a period. it can not be simply ignored as out dated.
Most of the managers spending their huge amount of time in managing yearly performance appraisal. The appraisal is purely depend upon the demographic factor like age. Now, the generation Y, wants to get the feedback about their performance immediately without waiting with a view to improve their skill gap. The Millennials and Baby boomers preferred to be evaluated end of the year.
Forced Ranking Method, Critical Incident and Graphic Rating scales are conventional which yields poor results with too much gap between performance.
Make simple criteria three to four with continuous feedback. Make the appraisal result oriented aligned with organization goals.
From my personal view on the assessment of performance should keep him and his companies and institutions to take special resolutions to keep him for Ana contributes to the detection of training needs for workers and provide the Department of Planning and Follow-up information as a means to assist in making appropriate decisions for the company Maka he Atnbar utility on promotions and separation allowances and installation staff and workers, which in my view the profile of the most important factors in helping the success of administrative work
Abolishing Performance Appraisal is a good thing if it is not done properly. But it is better to continue performance appraisal if it is done efficiently and in a proper manner as the data of each employee is stored in a big organization. As long as managers and superiors deal with the employees directly and know who is who and what and accordingly recommend for promotion/increment or otherwise abolishing it will save time
New model of Performance appraisal system is working at systematic Process driven Organization only. Still lot of organization has adapt current Performance appraisal system only. New Model require talented personnel at workplace as well good culture also.
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