Post on 14-Apr-2017
Question 1
What are the pros and cons of annual performance reviews?
The Positive Side
Face to face interaction Remarks on performance
Question 1
Identity future potential
Skill Development
The Positive Side
The Negative Side
Time Consuming Unclear Goals
The Negative Side
Bias Conservative
Negative Remarks Drawback
Labour Law Act
The Negative Side
Question 2
Do you think that doing away with Annual Performance Review, APR is a way forward to
becoming a more mature and independent workforce?
YES!!
• Performance is an ongoing process.
• Know it now than later. Room for improvement
• Better productivity & loyalty due to company’s engagement in career growth
• Bogus & fraudulent. APR tied up with salary raise. Subjective and stir dissatisfaction as well as employee demotivation.
Alternatives• Regular appraisals between managers and employees
• Involvement of feedback by customers and suppliers constantly will also better support the objectives of employee’s performance improvisation
Question 3
How will doing away with performance reviews benefit employees and employers?
• Lower salary (saves labor cost)Minimum living standard (Nanjing, 1620 RMB)
• Improve the relationship between employees and employers
Fixed Remuneration in government sector
• Subsidiary pattern differentiationStimulate creative potential
Benefits to employers
• Reduce work stress and strengthBanking and insurance industry
• Improve the working environment and passion
• Improve employee engagement
• Two-way communication
Benefits to employees
Question 4How will this backfire on employee and
employer?
Lack of reliable strategies
High Cost system maintenance
Lack of accurate information
Limitations of performance ranking system
Biased /forced performance
ranking
Legality and ethical performance
appraisal
Lack of up gradation of
software
Human Error
Conflict between HR Manager and
employee
Question 5Are ranking terminologies important in an
organisation?
• Do not improve, and may actually hurt performance (Williams, 2014).
Working Environment Pathological Competition Crisis of Trust
• Too time-consuming, expensive and generally ineffective (Patrick, 2014).
• Were designed for a work environment where control of individual employee performance
was a key function (sweatshop).
Only motivated top ranking employee (10%)
Accenture’ CEO Pierre Nanterme’s original words: “We’ve totally done too much effort for a limited outcome” .
Organisational perspective
One-side judgemental approach to employees’ performance review.
Put employees in a passive roles (judged by their supervisor).
Downward communication from supervisor to employee.
Relationship is based on power and authority.
Ranking terminologies are only record the past performance.
Employees’ perspective:
Traditional ranking terminologies make organisations fail to evaluate and explore talented employees and innovative ideas.
Question 6What are the common mistakes by employer in
conducting performance reviews?
• Poorly Trained Managers• Central Tendency Error• Managers surprise their employees• Recency • Talking not listening• No Appreciation