Trendy Performance Management System (PMS)
Hi folks,
In this writing, I would like to share a new dimensions / perspective on Performance Management System (PMS). Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities. It is the main vehicle by which managers communicate what is required from the employee and provide feedback(s) on how well they are achieving taks goal. It brings together many of the elements that make up the practice of people management, including learning and development.
Performance management establishes a shared understanding of what is to be achieved and provides an approach to leading and developing people that will ensure it is achieved. As such, it is an essential element for manager role and it will support their relationship with individuals in their team. Without a comprehensive monitoring, guidance and control, employees would not able to perform their duties as per company expected/ required.
In additional, company needs to know what their employees’ performance are. Are they doing well? Is their employee on the right track or the company can do their job in a perfect way? For maintaining all this issue, company needs systems. Performance management is the one of process for companies to measure their employee’s ability to gain their goal. The motive of this writing to check a performance management system (PMS) in a holistic manner and evaluate the goodness of this PMS based on its ability to create the ex-ante conditions to achieve ABC Company objectives.
The fundamental purpose of Performance Management System is to facilitate continuous review and ongoing development for continues improvement. Traditionally, PMS has 6 steps as basic process as shown in figure 1 below.
However, in this writing would have a changes shortening the PMS process into 4D’s concept, as shown below.
Ddefine. The manager or supervisor needs to clarify and explain job profile of a particular job to the employees, approaches and measurements been applied, tools and scale value used foe evaluating process.
Ddo. Everyone will carry out their tasks accordingly either supervisors, colleagues or the employee itself in regards to the evaluation process.
Ddiscuss. Applying 360-degree feedback and self-assessment approach to have a comprehensive evaluation process of a particular job as well to assess the improvements in needs regards to job description and job specification and discuss the results with employees that handling the duties.
Ddevelop. Develop an amended PMS according to the results of three prior steps for future execution.
In a nutshell, these new 4D concept may applied in diverse job scope as it fit to discuss entirely reflecting traditional PMS concept. By using the 4D’s framework which are Define, Do, Discuss and Develop would describe how the Performance Management System will be managed, monitored and controlled by a company.
