Hi all..hope somebody can help..In what ways might the purposes of performance appraisal be contradictory? Thanks in advance :)
From Brunei Darussalam, Bandar Seri Begawan
From Brunei Darussalam, Bandar Seri Begawan
I'm not sure I completely understand your question, but performance management processes can have a variety of formats and purposes such as;
- improving individual performance
- acknowledging success and achievement
- determining salary increases
- assessments for promotion
- addressing poor performance or underachievement, etc...
If you look at these you can see how some may work against others. For example acknowledging success may be undermined if the main purpose is to determine salary. Or if the performance process is to manage poor performance, the process and documentation may need to be quite different from those used for other purposes.
In the organisation where I previously worked, there was a performance management process that was focussed primarily on individual improvement and acknowledgement. The process for dealing with underperformance was a completely separate and different process. There was yet another process for dealing with disciplinary issues.
Is this the kind of contradiction you are thinking about?
From Australia, Ballarat
12- improving individual performance
- acknowledging success and achievement
- determining salary increases
- assessments for promotion
- addressing poor performance or underachievement, etc...
If you look at these you can see how some may work against others. For example acknowledging success may be undermined if the main purpose is to determine salary. Or if the performance process is to manage poor performance, the process and documentation may need to be quite different from those used for other purposes.
In the organisation where I previously worked, there was a performance management process that was focussed primarily on individual improvement and acknowledgement. The process for dealing with underperformance was a completely separate and different process. There was yet another process for dealing with disciplinary issues.
Is this the kind of contradiction you are thinking about?
From Australia, Ballarat
Close enough. But what I don't really understand is that, why do it contradicts? I mean it was stated the purposes of performance appraisal are, for example, to provide feedback and training and development. But why might there be contradictory? Conflicting purposes? I hope you can give me more examples if this is the case.
By the way, here are the purposes of PA that I'm using for my presentation and hopefully, maybe you can spot the contradictions:
1) To provide feedback of the performance
2) To issue rewards and sanctions
3) To serve as an input for determining training, recruitment and placement needs
4) Provides opportunity to discuss career objectives
5) Provides a performance history which is not based on human relations theory
6) Provides an opportunity to view one's performance in the context of broader organisation goals
7) Provides an opportunity to a clearer articulations and definitions of performance expectations
P.s. thanks for your reply :D
From Brunei Darussalam, Bandar Seri Begawan
By the way, here are the purposes of PA that I'm using for my presentation and hopefully, maybe you can spot the contradictions:
1) To provide feedback of the performance
2) To issue rewards and sanctions
3) To serve as an input for determining training, recruitment and placement needs
4) Provides opportunity to discuss career objectives
5) Provides a performance history which is not based on human relations theory
6) Provides an opportunity to view one's performance in the context of broader organisation goals
7) Provides an opportunity to a clearer articulations and definitions of performance expectations
P.s. thanks for your reply :D
From Brunei Darussalam, Bandar Seri Begawan
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Performance Appraisal Form for Staff.doc