“The key to an effective performance management system is to equip managers to give feedback on an ongoing basis. The HR community over-engineered the performance management systems and lost touch with the employee whose performance, the process was supposed to enable”, told Shubha K, Director-HR, SunGard to TJinsite, research and knowledge arm of TimesJobs.com, during an interview about post-appraisal feedback.
A research conducted by TJinsite underlined that in an effective organisation, assignments and projects are monitored continually. According to 46% of surveyed organisations, ongoing monitoring – periodic reviews and managerial feedback – provides the opportunity to check how well employees are meeting pre-determined standards and to make changes in unrealistic or problematic standards.
Relating performance feedback process with IPL matches, Shubha says what makes these cricket matches so exciting is the instant feedback. Performance of every ball bowled, hit and fielded is delivered instantaneously. From an HR perspective, it is idyllic as success is not measured in the forms and templates, but dovetailed with the performance as quickly as possible.
According to JobBuzz, a premier product by TimesJobs.com to help employees make intelligent career decisions, an effective performance management process is a major criterion that distinguishes best employers.
In view of Anuraag Maini, Executive VP, Head HR and Training, DLF Pramerica Life Insurance Company, most employees receive a formal appraisal annually and a midyear review can help make it more robust as it will not bring surprises during annual assessment. And, informal reviews will always need to compliment formal appraisals. He also stressed that frequent appraisals /feedback sessions are often needed for new employees, for longer serving employees who have moved to new roles or for those who are below acceptable performance standards
Elaborating the role of HR in the appraisal system, Shubha says while managers should be delivering instantaneous, task based, operational level feedback and advice, HR should complement this at a more long term and importantly strategic level. This is where HR should pull in the metrics that track performance delivery, giving an opportunity to the employee to step back from the daily routine and see where his efforts are taking him.
To sum up, experts agreed that the frequency of appraisals needs to be such that you give the appraisee sufficient time to perform and yet, not enough time for appraisers to forget. Having two appraisals a year is a good solution, with one focusing on the increments and promotion and the other focusing on the development and role areas.
By : Economic Times