Introduction: the measure or the metric that

Introduction:

In
today’s world of fast developmental advancements there are different challenges
faced by the Individual to sustain and be the resource in the Industry. Day by
day there are various challenges associated with the individual to work in any
organisation. This research brings forth the different effects of Appraisal
that is experienced by the existing system of Performance management system by
the employees working in the organisation and they tend to be the pillars for
the growth of the Industry. In the very ancient period the performance were
measured for the soldiers based on the various tests that they perform in the
practice war field and the kings identify the best talents and award them on
the day on day basis.  So every performance
is always the measure or the metric that is used as the scale to identify the talents
and skills associated with the particular individual.

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Every
competency or skill matrix has been designed to develop the potential talents
of the Individual. Every day the Performance has been measured by the Appraisal
system in the organisation. Various methods were followed by the organisation
based on the theories associate with the system. Appraisal was something given
to increase the self confidence that is underlying within the person and
motivate him to the next level. Later there were various problems that resulted
as a part of the system. Every company or the organisation has its unique
measurement method to identify the weak performers. Initially it started as a
measure of improvement but day on day on day basis the method was used to
eliminate people from the organisation and created an adverse impact on the
Employees. The Human resource management system which needs to be in favour of
the Employees started to move more towards the business and since more talents are
present in the Market, it became easier to attract new job opportunities and
hence that it becomes easy for the organisation to remove people from the
Organisation.

There
has been more interpreted learning and even the future job and the career of
the individual get s widely associated with the market needs. There has also
been an employment problem in the country. There are also more graduates for a
particular position or job and hence the competition is growing higher day by
day. The employees working in the organisation keep moving from one industry to
another industry rapidly. They do not also want to learn a complete process of
the business. Every individual posses unique talents and also have different
skills. So their ambitions are also are very different and also they wanted to
attain a new position in within a short duration of time.

            Appraisal has also been a tool in
the past but later there has been a very different view about the appraisal
system on the whole. There were various authors who have done their research
work in the past for finding about the perception of the Employees about the
Performance management system. Every organisation looks forward to achieve the
target or the goals and objectives within a particular time frame. Day by day
there are various process and new challenges in the corporate world. Employees
thought process completely differs from the management perspective ideas and
methods. Every time new concepts are introduced to identify the best practices
in the organisation. The human resource management on the whole stands as two
faced coin between the management and employees. Certain ideology does not go
about well with the decisions of the Top management. Hence there is a glass
ceiling between the management and the employees. Very few organisations in the
corporate world encourage new practices and best transparency between the
management and the employees. There have always been phrases hidden in the
managements view and context.

The
employees also lack skills as the fail to upgrade themselves from the current
level of skill. In the future more jobs are going to be replaced by the
automation and hence most basically the repeated desk jobs would be the first
to be moved out of the industry. Initially people at all level face difficulty
when manual jobs were replaced by computer entry and more opportunities were
given to candidates possessing such skills but almost most of the jobs are
retained at desk level and it implies that people are not ready to face the
change. There were certain jobs that are not ideal and require niche skills and
are very rare talents among the individual. Usually every organisation looks to
improve their level and growth to the next phase and also to promote various
other problems that are at stake. Every organisation keeps the targets to a
high level and it sets the standards for the measurement also to very high
targets. Most of the time performance management system may not be able to
measure the complete strength and talents of the employees. Hence in case of
the different other problems that are connected with the individual and also he
may not be potentially capable or ready for the changes. Adaptability is a
major obstacle for many individuals in the organisation and hence they cannot
contribute to the growth as well as to the achievement of targets and also to
the development of the organisation.

 

Further
it is also the measure of the talents or skills in a particular context may not
be able to fulfil the need as well. Identifying the talents at a very initial
stage might become complex and cannot be the right type of system that is the
base or fundamental on in the organisation. The Performance Management System
provides the different process in various organizations. The Management
initially provides the goals and objectives to the employees as target for the
particular year, later the actual performance is measured with the original
performance and based on the same the feedback is shared to the individual.

The
Appraiser or the supervisor initially does all the things that are needed for
the individual and becomes the initial source of point of contact for the
employees who have joined the team or project in the organisation. They provide
the valuable feedback. Initially the self appraisal cycle is followed. The self
evaluation is essential as it describes the individual skills and helps the
candidate to assess about them individually. This also acts as a self
confidence method that which denotes the different talents and measure that can
be a indicator for the performance measurement.

The
self appraisal method gives way for the individual to give comments about
himself and also about the different task executed by him individually in the
group. The individual strength and weakness are also measured. Certain organisations
also map the competent skill to the self appraisal process. Each self appraisal
form contains the goals or target for the year, individual rating method
associated with different levels like Needs Improvement, Meets requirements, highly
valued contributions and outstanding performance. These measurement scales
differ across the organisation. Later on certain individual parameters like the
work culture and ethics are also measured.

            Certain organisation has the
practice of linking the self appraisal on a half yearly system or annual
appraisal cycle. Most of the organisations follow the annual appraisal cycle
and also different process to support the system. Every manager or the
supervisor initially analyse the person and also provide the ratings above the
self appraisal form. Later the final ratings are given by the human resource
managers and finally to the delivery global head. It’s always the ratings given
by the manager that matters a lot as they spent a quality time with the team
members and they do know the team member to better extent and most of the
appraisal ratings remain as a biased decision in the political context.

 

 

            The Goals and objectives are set
based on the vision or mission of the organisation. Incase of the manufacturing
sector mostly there are very different ways of traditional methods that are
still in process. When compared to the IT Sector the personnel management
culture still exist in the manufacturing sector. The goals involve the product
success or the group targets as well as the individual level of skills as well
as the other competencies involving the personal ability to cope up with the
group and the interpersonal skills are also assessed as a part of appraisal in
the peer system of review as well.

            There were various research scholars
who had researched this particular performance management system and also the
perception of the individual on the whole but as the different research has
their own objectives this research tries to bring about the positive or
negative effects that are involved post the appraisal. Further there is various
other group interactions which is monitored and many business groups help the
individual to give the overall feedback about them in a different method apart
from the appraisal targets. The method is followed for quite a long century but
still there are many difficulties faced by the individual on the whole and
hence it also leads to a different problem.

            There are different Performance
management systems that are in practice they are traditional and modern
methods. The Modern methods are adapted at the information technology centres
but the old traditional methods are followed at the manufacturing sector. The
Balance score card method is also still practices at the retail sector and it
leads to a positive motivation on seeing the score card but at the same time it
creates a negative motivation to the under performers . More people shift organisation
only after the appraisal cycle.

 The organisation is looking forward to retain
the talents hired initially but based on the results of the appraisal some tend
to change the institution they are working and look forward on to a job change
but that also creates a hollow space or vacuum in the organisation. Every
person is unique and hence measuring the performance under the common umbrella
may not be the right way of managing people. These are the hurdles in the job
of the human resource management. Further there are also many different roles
that an individual performs like a team player, team monitor and leader as
well.

 

 

Performance Management System:

            The Performance Management system
provides the different types of process and day on day basis it differs across
various organisations. The Bell curve system was globally followed in most of
the organisation. This system basically identifies the very low performers,
average performers and very high performers as well. There is a level rise in
the shape of the bell and hence it’s called as the bell curve. The Low
performers or the poor performers always remain as a threat to the organisation
as they slog their work performance and may not yield a fruitful result to the
organisation.

            The High Performers yield the
results as required by the organisation and they remain as assets of the
organisation. Further they as well remain as a threat to the organisation.
Since the competing industries provide greater salary and incentive perks that
attract the high performers towards the new job and also make them involved in
a career focused path and hence they tend to keep moving from one industry to
other industry. It’s always a difficult task to retain such talented people for
a long stay in the organisation and also provide them the required expectations
as their ambitions are always high and they highly remain active in terms of
their improvement. Hence the human resource management as a group find
difficulty in handling the task as required and to keep such talented employees
within the same organisation.

            The opportunities are highly
available to attract such talented and skill full employees and hence they also
involve in providing the best salary in the industry and it’s really a tedious
task to retain such highly potential candidates. Further every employee looks
forward to improve from the current level and move towards a higher level.
There are the average performers who perform a constant task within a certain
period and provide moderate performance throughout the year.

            The organisation looks forward
towards such group who can produce constant revenue to the organisation. They
remain confident and keep the organisation grow in the long run. Hence the bell
curve system has been greatly helpful in identifying the good talents across
the industry and who would provide success to the organisation and industry
focus on such group who provide the unyielding productivity.

 

 

            The Organisation is looking forward
for the various challenges that are in the industry and the business today.
Here there is also a need for the society on the whole to change to the new nation
that is developing and they always look for something new talents. Hence there
is a necessity to go for a change management and organisation development in
the industry. Further there are developing mechanisms and learning
methodologies for new talents through different means like the effective
analytical programmes that are available as a course for the people to avail in
the industry and other places as an online course that can be studied by the
people.

Every
Industry likes to achieve its targets through various methods and provides a
different means of implementing the same throughout the organisation. There is
a method called the Peak curve method that looks for a continuous feedback
system that is newly launched in the organisation. This is a new performing
management system that is introduced and tested in most of the organisation. The
researcher also has collected samples in relevance to the industry where this
particular method has been implemented. In this particular method the feedback
is given on the quarterly basis, half yearly basis and on the annual appraisal
also.

There
has been a different method that is followed in a particular project system.
There has been a different cycles in different part of the month in the
organisation. The appraisal system is followed in different ways and there are various
mechanisms that are followed to provide the feedback to the employees. The
Project Manager can initially decide if the rating can be practised on the year
based appraisal system.

Further
there were organisations who adopt a culture of giving the feedback continuous
and on every quarter as a midstream alert to create the different ways to
improve the talents and as well to provide the cautious awareness regarding the
performance and stands as a advanced way to identify the different ways and
different methods also. So there are other methods still in practice and the
peak curve identifies the continuous and consistent performers over a period
producing a constant growth to the organisation development as well. The peak
curve system is more in the industry and it also has gained more appreciation
in terms of the employees as this system gives the choice to the individual and
allows them to choose the rating pattern independently at the time of appraisal
during the year.