Abstract
Performance Management System (PMS) is often used by managers to align the goals of the organization to the goals of their employees, and ensure productivity and efficiency. PMS has always been a crucial function of human resource management. However recent studies have shown that in the long term, the traditional system of performance management damages morale, motivation, teamwork, and stunts creativity and contribution. As a result, companies are doing away with the old ways of performance reviews and are opting for more flexible and efficient processes. This study aims at understanding the deficiencies in the old system and the reasons for adopting more relevant and upcoming trends in the field of performance management.
Highlights
Performance Management System (PMS) has always been a crucial function of human resource management
Several resources indicate that the concept of performance management was invented by W.D Scott during World War I, but it was only during the mid-1950s when formal systems were established
It is necessary for companies to modify their Performance Management Systems in accordance with the change in performance measures which have been modified based on the changes in business objectives and employee mindsets [1]
Summary
Several resources indicate that the concept of performance management was invented by W.D Scott during World War I, but it was only during the mid-1950s when formal systems were established. These systems, did not include the element of self-appraisal-which was introduced in the 1960s. Towards the end of the ‘60s, the focus shifted towards the goals and objectives of the organization along with self-appraisal It was in the 1970s when the element of bias was realized in the existing systems. Employees are the greatest asset any firm has An organization revamping their performance management systems boils down to one primary factor their workforce deserves more. In order to execute the approach, an app called ‘PD@GE’ was developed which facilitated exchange of inputs through voice and text with an aim to bring about meaningful conversations between managers and their
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