When there is a issue of performance appraisal then which one should come first INDIVIDUAL FOCUS or ORGANIZATIONAL FOCUS?
From Bangladesh
41From Bangladesh
Both Individual and organizational focus is important. But Organizational focus should come first and then you need to ensure that individual focus is alligned with the organizational focus without which both the organization and individual will not succeed.
From India, Bangalore
From India, Bangalore
If you only focus on individual and if its not alligned to the organizational focus then the organization will not be benefited. The whole point for any company to hire an individual is to get the individual to work towards the organizational goals. Performance appraisal is done in order to ensure that an individual is working well towards achieving the organization goals, if he is not working towards organizaiton goals then this individual will need to start changing the way he working or he will need to be shifted to another department where he delivers to meet the organization goals. Inspite of everything if the individual is still not working towards the organizational goals, then its better that the individual is seperated from the organization in order to ensure that the organization finds a btter individual who will suit this particular role.
Thus, organization focus should be given more importance. Hope this answers your query.
From India, Bangalore
Thus, organization focus should be given more importance. Hope this answers your query.
From India, Bangalore
Hi,
An organisational PMS, if its linked to the Company's Annual Plan which is a result of the Vision of a company and this annual plan flows into individual employee's KRA's then the Organisation focus is not lost and Individual focus linked to Company's Vision is also intact. (Employee may take some individual KRAs as far as they are serving the organisational interest.
From India, Jamshedpur
An organisational PMS, if its linked to the Company's Annual Plan which is a result of the Vision of a company and this annual plan flows into individual employee's KRA's then the Organisation focus is not lost and Individual focus linked to Company's Vision is also intact. (Employee may take some individual KRAs as far as they are serving the organisational interest.
From India, Jamshedpur
Hi Asifbd_2012,
Nvs123 has explained it beautifully that when it comes to performance appraisals, organizational focus is more important.
As you know, the purpose of performance appraisal is to assess and manage the performance of employees individually and/or in a team. But what are the metrics and standards that are used to assess employee performance and how they are set - they are set based on organizational goals.
At the beginning of the appraisal period, managers usually discuss with their subordinates these performance standards based on which individual employee performance goals are set. Therefore, you can say that organizational goals and objectives are the pivot around which everything is performed, evaluated, improved, re-evaluated etc.
So, clearly organizational focus takes priority and a trade-off between the two is not done. They do co-exist sometimes, but I don't think you will ever come across a situation where organizational focus took a back-seat to accomodate individual focus.
Regards,
Purva
From United States, Cary
Nvs123 has explained it beautifully that when it comes to performance appraisals, organizational focus is more important.
As you know, the purpose of performance appraisal is to assess and manage the performance of employees individually and/or in a team. But what are the metrics and standards that are used to assess employee performance and how they are set - they are set based on organizational goals.
At the beginning of the appraisal period, managers usually discuss with their subordinates these performance standards based on which individual employee performance goals are set. Therefore, you can say that organizational goals and objectives are the pivot around which everything is performed, evaluated, improved, re-evaluated etc.
So, clearly organizational focus takes priority and a trade-off between the two is not done. They do co-exist sometimes, but I don't think you will ever come across a situation where organizational focus took a back-seat to accomodate individual focus.
Regards,
Purva
From United States, Cary
Dear asifbd_2012,
As rightly mentioned by everybody above the Organizational goals are the priority.
Because at the beginning of the year the individual goals are aligned with the organizational goals for better performance;in this way both of them are benefited.
The main objective of the Performance appraisal process is to view whether the individual is in sync with the organizational goals.
Hope this answers your questions.
From India, Mumbai
As rightly mentioned by everybody above the Organizational goals are the priority.
Because at the beginning of the year the individual goals are aligned with the organizational goals for better performance;in this way both of them are benefited.
The main objective of the Performance appraisal process is to view whether the individual is in sync with the organizational goals.
Hope this answers your questions.
From India, Mumbai
Hi But always remember that the biggest challenge remains the cascade of organisational goals into individual goals. So prepare to work around that aspect as well.
From India, Jamshedpur
From India, Jamshedpur
Sentimental Attachment to certain staff tend to create conflict between individual and organisational goal.
From Nigeria, Lagos
From Nigeria, Lagos
My view here is that when a particular staff has the favours of his manager, it becomes difficult for the Manager to distinguish between his personal goals vis a vis the staff he favours and the organisational goals. To this extent performance appraisal conflict emerges.
From Nigeria, Lagos
From Nigeria, Lagos
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Performance Appraisal Form for Staff.doc