We use ratings in our daily lives more often than you might expect. We look to Yelp for restaurant ratings, to Rotten Tomatoes for movie ratings; we can even find ratings on medical doctors and university professors. We ask people to rate our seminars and training events. Everywhere, ratings have snuck into decision-making processes in our everyday lives.
Performance appraisals are an opportunity for employers and employees to have a dialogue on past achievements and future development plans.
Using specific performance management tools such as the employee performance plan to include the necessary competencies and behaviors, performance criteria and the expected outcomes, can help avoid bias. Moreover, it leads to employee appraisals that are based on data and reflect on actual accomplishments and progress.
Performance management, and especially performance management at individual level is a hot topic, debated by HR professionals, managers, employees, academics, researchers and practitioners alike. In the past almost 50 years, ever since it started being formally implemented, both the process itself and the name used to describe it have gone through numerous changes. So what is in store for performance management?
Individual performance management is perhaps the level with the longest evolution in history, as it mirrors the level of organizational maturity. Using KPIs at individual level requires a correlation with the organizational objectives and the functional responsibilities, while considering also the human factors implied.