Performance Management
Watson Wyatt, a Human Resource Consulting Firm from the US published new results, stating that only three out of ten US worker agree that their company's performance management programme actually improves performance.
Watson Wyatt's survey covered a total of 1,190 employees. Of those, 61 percent feel their performance appraisal was accurate and 54 percent say employees with better reviews get better raises and bonuses.
However, only 30 percent of employees give their performance management system good marks in helping them to improve their performance.
In addition, less than 40 percent say the system establishes clear performance goals, generates honest feedback or capitalizes on technology to streamline the process.
Let's give some data:
Aspect of Performance Management Strongly agree e /Agree
Program helps poor performers improve 19%
Program has helped me improve my performance 30%
Program establishes clear performance goals for current year 35%
Program does a good job of giving honest feedback 36%
Program uses technology to streamline performance management
process 38%
Program rewards better-reviewed employees with better
raises/bonuses 54%
I was evaluated accurately in my recent performance appraisal 61%
We don't know what type of performance review was evaluated here as there are many different types. Still the numbers above clearly indicates failure. And the failure of this can already be found in the early stages of the recruitment process. Are people getting hired that are fit for the job and fit its requirements? Do we hire the best person for the job? If we are certain, than why do we test the person's performance in such a stringent manner? Is a performance review motivating? May be it motivates for a short while and may only those who are praised or feel, they have been evaluated accurately - but the numbers up there are also not too good about this. How does someone feel who is being told that he or she didn't perform well?
One more thought - times are changing, so someone that was hired earlier accurately and was the talent required for the position might have missed the boat to upgrade his or her skills. It can also be that the job requirements have changed - but this is only partially the problem of the person but also of the company that didn't provide the opportunities to upgrade the person's skills set.
(By Asia Business Consulting)
Watson Wyatt's survey covered a total of 1,190 employees. Of those, 61 percent feel their performance appraisal was accurate and 54 percent say employees with better reviews get better raises and bonuses.
However, only 30 percent of employees give their performance management system good marks in helping them to improve their performance.
In addition, less than 40 percent say the system establishes clear performance goals, generates honest feedback or capitalizes on technology to streamline the process.
Let's give some data:
Aspect of Performance Management Strongly agree e /Agree
Program helps poor performers improve 19%
Program has helped me improve my performance 30%
Program establishes clear performance goals for current year 35%
Program does a good job of giving honest feedback 36%
Program uses technology to streamline performance management
process 38%
Program rewards better-reviewed employees with better
raises/bonuses 54%
I was evaluated accurately in my recent performance appraisal 61%
We don't know what type of performance review was evaluated here as there are many different types. Still the numbers above clearly indicates failure. And the failure of this can already be found in the early stages of the recruitment process. Are people getting hired that are fit for the job and fit its requirements? Do we hire the best person for the job? If we are certain, than why do we test the person's performance in such a stringent manner? Is a performance review motivating? May be it motivates for a short while and may only those who are praised or feel, they have been evaluated accurately - but the numbers up there are also not too good about this. How does someone feel who is being told that he or she didn't perform well?
One more thought - times are changing, so someone that was hired earlier accurately and was the talent required for the position might have missed the boat to upgrade his or her skills. It can also be that the job requirements have changed - but this is only partially the problem of the person but also of the company that didn't provide the opportunities to upgrade the person's skills set.
(By Asia Business Consulting)
posted by Andreas @ 11:56 am
<< Home