Performance Management System Essay Example | Topics and Well Written Essays - 1000 words

Performance Management System - Essay Example This especially most applies on the part of the sales person and among installers. The sales personnel under the marketing department and installers under the technical department are mostly the ones who usually undergo special performance evaluation activities. Although, the performance evaluation activities applies to all, sales personnel and installers are mostly receiving special treatment most particularly in product knowledge activities, as they are the ones who should know more about the company’s product in great detail. This paper focuses on the prevailing performance management system at XYZ Company including the description of the said organization’s performance management system, the type of performance appraisal used, and suggestion and evaluation of the effectiveness of its appraisal and performance management process. Description of XYZ’s performance management system At XYZ, it is all the function of the Human Resource Department to create a produ ctive design and training to initiate appraisal and corrective measures as integral components of its overall performance management system. Shown in the following figure is an illustration of the overall working performance management system at XYZ. Figure 1. XYZ’s performance management system model. ... Thus, the training is appropriate for the Human Resource Department so that the right method of appraisal and corrective measures if necessary should be implemented, accordingly. With this, they could substantially make use of whatever information they obtain at an optimum level. After this, the Human Resource Department will try to delegate the actual appraisal process to the department heads and supervisors in every department. They will then analyze the results and implement corrective actions and measures if necessary. Type of performance appraisal used The XYZ Company uses graphic rating scale to evaluate the performance of the employees. Graphic rating is one of the oldest ways in the evaluation of employees’ performance that involves listing the desirable qualities that the person being evaluated should posses and be rated with from certain range of quantitative or qualitative value (Mathis & Jackson 2011). The effectiveness of the performance appraisal process XYZ eval uates performance mainly for increase of salary and other benefits. Thus, employees have this common notion that performance appraisal is tantamount to having increase in salaries and obtaining additional benefits. On the part of the company, performance appraisal is a motivating factor because only those who receive salary increase will be evaluated in their performance. Performance appraisal should be a form of self-rating in order that employees should know how well they perform and on what ground the company should guide development (Daft & Marcic 2008). Based on this concept, the effectiveness of the performance appraisal process at XYZ at some point will not be remarkable as this would not