Performance Assessment Implementation Challenges

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Use of Assessment Results

Mucha (2011) states that governments understand that PMS is not a cure-all it provides a valuable tool to evaluate the effectiveness of programs. de Waal & Counet (2009) states that the PMS is one of the few proven management techniques proven to help organizations improve their results. de Waal A. (2003) states that feedback from the appraisals conveys information on how the KPIs and critical success factors are influencing behavior and outcomes. Regular use of this feedback allows modifications of the system to improve. Singh (2012) states that due to the nature of the software industries dynamic performance goals and shifting task priorities timely feedback on assessment results to employees is essential to setting objectives and provides an indication if the feedback to the employee is helping their performance.

Conclusion

Implementation of PMSs has common problems across public, private, and government organizations. Key to successful implementations includes management involvement and communications of the importance of the system. Development of KPI's and other success factors are necessary for a meaning full system as well as substantive and timely feedback to employees. Overall obtaining manager to worker buy-in through making everyone part of the system development goes a long way to implement a successful PMS.

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References

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de Waal, A. (2003). Behavioral factors important of the successful implementation of performance management systems. Management Decision, 41 (8), 688-697.

de Waal, A., & Counet, H. (2009). Lessons learned from performance management systems implementations. International Journal of Productivity and Performance Management, 58 (4).

Joxhem, R., Menrath, M., & Landgraf, K. (2010). Implementing a quality-based performance measurement system: A case study approach. The TQM Journal, 22 (4), 410-422.

Mucha, M. (2011). Overcoming challenges to implementing performance management. Government Finance Review, 27 (2), 65-67.

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Singh, A. (2012). Performance management system design, implementation and outcomes in Indian software organizations:A perspective of HR managers. Southern AsianJournal of Management , 19 (2), 99-120.