Contemporary Performance Management Practices in Global HRM

 

Contemporary Performance Management Practices in Global HRM




Performance management is the process or an activity of developing a working environment where people are able to perform to their maximum abilities. The aim of this process is to maintain and improve employee performances in line with organizations objectives.  It’s also a system that starts when a job is distinct as a needed job function to the organization. This continues process take place until the employee leaves the organization or resign from his or her employment.

Its better defined by Armstrong as , ‘Performance Management is the continuous process of improving performance by setting goals that are aligned to the strategic goals of the organization, planning performance to achieve the goals, reviewing progress, and developing the knowledge , skills and  abilities of people (Armstrong, 2016).

 ‘In Summary Some of the main tools used in performance management are, setting clear objectives, Performance ratings, Performance appraisals and feedback, learning and development and Performance related pay’ (CIPD,2017).

Many companies globally have shown importance to performance management, ‘In 2012, Deloitte uncovered the fact that 2 million hours a year were spent completing forms in their company. They also carried out a survey that reflected that 58% of the HR execs believed the existing performances management system didn’t drive engagement of performance. In reaction, the organization massively revamped their approach to performance management and   introduced Snapshot, an app- Based management system’ (Heran, 2016). Furthermore Heran explains that employee’s feedback was collected through this app on five key aspects as, Business acumen, global acumen, technical capability, leadership skills and relationships.

The well-known electrical company, General Electrical's used to have a very infamous performance management system known as “Rank and Yanks. In this system the employees were rated in the annual performance review and the bottom 10% was fired. But currently the company have aborted this system and developed an App called Performance Development at GE, (PD@GE). This app has helped employees and mangers communicate regularly where it has helped the HR department save a lot of time in conducting annual performance reviews (Heran, 2016).

An article written by peter Cappelli and Anna Taris to the Harvard Business review explains the global changers that organizations are adopting into performance management practices. They explain that company's like Adobe, Juniper Systems, Dell, Microsoft, IBM, Deloitte, Accenture, GAP have given up the traditional appraisal systems and replacing with frequent, informal check-ins between managers and employees (Cappelli and Taris, 2016)

Finally, Contemporary Performance Management Practice in a global Context is taking its stand in many top corporate's worldwide. It is advisable to look at these global changes and the impacts this corporate's are having after such changes. So far the development of such newer practices have proven to be much effective than the conventional systems used before. The company that I work for is still using the conventional appraisal systems which is very complicated and time consuming.   HR mangers globally have agreed that using newer technology in conducting appraisals have saved them a lot of time.

References

Armstrong, M. (2016). ‘Armstrong’s Handbook of Management and Leadership for HR’.  4th Ed. New York: Kogan page, pp 86-87.

Cappelli, P and Travis, A. (2016) ‘The performance management revolution’.  Harvard Business review, October. Available at : https://hbr.org/2016/10/the-performance-management-revolution (Accessed on 14th November 2021).

CIPD. ( 2017). ‘Performance management : an Introduction’. CIPD.  Available at:  https://www.cipd.co.uk/knowledge/fundamentals/people/performance/factsheet (accessed on 12th November 2021)

 

Hearn, S. (2016). ‘How top companies are redefining performance management’ The Social work place. 18th May. Available at: http://thesocialworkplace.com/2016/05/how-top-companies-are-redefining-performance-management/ (accessed on 11th November 2021)

 

Comments

  1. Imashi Dayaratna16 December 2021 at 08:10

    Reviewing things in 2020-2021 found that one of the key objectives workers wanted to see in work transformation was a focus on employee wellbeing. A continuous approach to performance management will be important in providing the right level of support for employee wellbeing to be built into goals and objectives.

    ReplyDelete
  2. D.L.A Sanjeewa.13088717 December 2021 at 05:20

    Policy deployment , Setting robust company objectives , making a strategic plan to drive same objectives and developing bottom layers to run the plan. And setting KPI's for the company objectives.
    When ever you start to review and evaluate performance with above system you will be able to see,
    Employees are preforming their maximum abilities and every abnormalities are well visualized.

    ReplyDelete

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