Most of the organizations have particular job description, conduct reviews on employees, and provide development and training to the workforce. But in several instances, such activities fail to tie together into a cohesive relationship. What is lacking here is an integrated system to provide context for HR- human resource functions and activities.
When the systems and business operations are not coordinated properly or are functioning with cross purpose in an organization, morale as well as performance suffers. It has a negative and profound bottom line effect. It makes a good business sense and therefore, for any organization it requires time and efforts to implement and develop their own PMS services.
The Performance Management System :
A Performance Management System forms an intrinsic element of the business system for all sorts of organization. The Performance Management System is driven by the strategic business priorities and their functions where the strategy is translated into performance. It is a system that manages the people and staff and aligns other systems that support your organization.
As a system, it is quite complex because it needs certain level of precision and attention. However, several organizations fail to manage these things. Eminent organizations that have established and hired reputed PMS consulting services function better and tend to attract and retain high performing employees. Since, it impacts and involves the employees; it provides an early warning indicating that other system might be out of alignment.
How PMS Works :
The development of job functions is usually driven the business priorities and strategy. As the business conditions change, it is quite important to review the job functionality. It helps to ensure that they are relevant and are aligned with the strategies and priorities of organizations.
Once the job function is designed, the tasks needed to be performed along with related skills, abilities and knowledge are identified. These, in turn, lead to the development of the job description. It will include the attributes of behavioral and technical aspects.
Job prospects or incumbents have their knowledge, abilities and skills, both behavioral and technical assessed against job Descriptions. It facilitates better requirement practices as well as identifies the Training and Development needs.
Performance Contracting is another process that establishes individual goals with an employee. It is a negotiated process between the supervisors and the employees. The goals must include the business, behavioral and technical objectives. It is critical that the goals developed should be in manner that they are impartial, relevant, attainable and measurable.
Some of the aspects it covers include:
- Everything is going fine, including trial of new processes and things?
- How certain changes are going to fail or will not work
- Who is capable of adapting to new processes
- The changes and the teamwork will reduce the importance
- Change involves risks and I do not like to take risks
- Systems will bring in accountability and I am scared of accountability
