Traditional performance management systems are useful for viewing and assessing a company, and the employees therein, on an annual, or bi-annual basis. Then, said the annual or bi-annual review will show that a certain area or group of employees is lacking, resulting in training for that group. Little to the knowledge of the one deciding on the training, there are multiple employees far more competent than their peers in the aforementioned group, but now they have to undergo training with their counterparts, which seems as if the skilled employees are being punished due to the weaker links in the company chain.

Studies have shown that many employees actually dislike the traditional performance management systems due to this reason. They feel as if they are being punished as part of the herd, never allowed to shine, despite their skill and competency in performing the scope of their duties. This is where real-time performance management systems would shine.

A performance management system is paramount to a company's success given its ability to assess overall and individual performance, therefore allowing a company to coach an employee to competency if said employee is falling under the desired rating. However, there is also a downside to this, especially with the traditional system. One downside is that this is either an annual, or bi-annual system, which means that an employee who is deemed incompetent has been incompetent for at least 6 months to 1 year before anything has been addressed. Then, of course, there is training and an attempt made at overall competency, instead of focusing on the employee individually.

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URL : http://www.up-ai.com

Blog ID : 237725

Category : Business

Date Added : 8-4-2019

Tags : performance | systems

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