correction question 9: how can performance management system be improved?

Performance Management System is one that is normally designed to strengthen good relationship between supervisors and employees in order to attain the organisation goals and objectives. However, the road to success is not always smooth and easy; improvements should be regularly reviewed so as to achieve to an effective performance management system. When this happens there is a need to have a look at the system and set up some guidelines that may help the organisation in improving the system. Several guidelines that follow should help to develop an improved performance management system:

The appraisal system is recommended to be a continual ongoing evaluation process to achieve organisational success. By brainstorming or making audits staff and supervisors can developed their concerns and problems that exist within the performance management system and find effective solutions to these problems. Hence, with feedback from different perspectives, they will re-evaluate performance scopes and find effective solutions that can be implemented.
By implementing a thorough Performance Management System review process this will help in establishing and maintaining a successful performance-based culture in the organisation. One of the duties of HR practitioners and managers should be to make the process of performance review effective and efficient. However, this can be true only if proven best practices are established and implemented within the organisation.

Another crucial option in improving performance management system is by atomizing it. Organisations should opt for a more technology based Performance Management System rather than a paper base one as it is often difficult to maintain, and records can be unavailable after a period of time. By upgrading the system to a technology base one it will prioritise appraisals and monitoring of same will be done continually. It will be cheaper, faster and effective as all evaluations, analysis and feedback will be given rapidly. Hence, all manual work will be reduced as well as staff resources and the organisation will be able to provide a structured and effective planning and monitoring process.

It is clear that with the On-line Performance Management System, collection and performance data process will definitely be more reliable and managers can have access to any information anytime. They will have the opportunity to use, analyse all data productively by identifying if there is any competency or skill gap within the organisation, by tracking the impact of employee training and development or performance strategies and last but not least by assessing employee rating distributions within the company so that fair objective rewards practices are followed. Also on-line Performance Management can provide a good anonymous feedback initiative where positive and negative feedback can be collected without any fear of reprisal.

Finally, to meet best practices in Performance Management System, organizations need to continually develop opportunities to make plans for improvement.