Performance Management System

Module 1: Introduction to
PMS

By
Masia Bhanu.U
Asst.professor
City College
PILLARS OF HUMAN PERFORMANCE
 Definition of Individual Performance appraisal

Individual performance appraisals are the traditional appraisals that measure individual
performance against measurable objectives. Individual performance appraisals provide an
opportunity for employees and supervisors to share ideas and reach mutually agreed upon
objectives. Individual performance appraisals focus on the skills required to perform the
current job and skills that must be acquired for promotion. Individual performance
evaluations are tools to determine monetary compensation. This type of performance
appraisal provides feedback and recognition to the individual.

Performance evaluations are useful in giving employers information on the performance of

their workers and recognize gaps for training. They are also an important tool for giving
employees feedback on areas of growth, and communicate what the employer expects of
them.
 As companies embrace working in teams, evaluation has expanded to include team performance
evaluation, which differs with individual performance evaluation in several ways.

 Parameters
An individual’s job description forms the basis of individual evaluation. At the onset of employment, you
receive a job description of the position that you will fill. These are the parameters used to assess your
competence and suitability in that position. For team evaluation, a supervisor uses the goals set for the team
to conduct an evaluation. The general performance of the team is an indicator of the performance of the
team members. The good or poor performance of a team has a direct bearing on the scores of team
members

 Outcome
How well the members of a team are able to relate has a direct impact on the team's output. A
dysfunctional team can have a negative impact on the input of otherwise competent individuals.
Uncooperative team members can slow down competent employees or incompetent employees may
benefit from the cover of more competent members in the team and therefore end up taking advantage
of a team’s good performance. On individual evaluation, you take full responsibility of your
performance. There is a direct link to any successes or failures to you as an individual.
  Goals
Traditionally, people were used to working and getting appraisals as individuals. Over time, organizations are
recognizing the need of teams to accomplish tasks. Where a company is transiting to a more team-oriented setup,
team evaluation is an important tool of giving the management information on the kind of training needed for its
employees to make the transition. Team evaluation can include peer evaluation of each team member. If peer
evaluation is misused, complaints among members and strife may arise, defeating the purpose of working in
teams. As an individual, you get evaluation on your contribution to the team’s output.

 Compensation
Individual evaluation has a direct link to compensation, including bonuses, salary increase and promotion. While
it is not impossible to reward workers based on team evaluation, the process can be tedious and result in
demoralization and grumblings. If you base compensation on team performance, members may end up blaming
peers for not accomplishing tasks or may feel that others who put in more effort should get more recognition. It is
worth mentioning though that your performance as an individual and your relation with peers can be a pointer to
your suitability for a leadership position.
 Who Performs the Appraisal

• Immediate Supervisor • Evaluation Teams

• Higher Management • Customers
• Self-Appraisals • “360° Appraisals”
• Peers (Co-Workers)
 Supervisor Appraisal
Performance appraisal done by an employee’s
manager and often reviewed by a manager one level
higher.

 Self-Appraisal
Performance appraisal done by the employee being
evaluated, generally on an appraisal form completed by
the employee prior to the performance review.
 Subordinate Appraisal
Performance appraisal of a superior by an
employee, which is more appropriate for
developmental than for administrative
purposes.

 Peer Appraisal
Performance appraisal done by one’s fellow
employees, generally on forms that are complied into
a single profile for use in the performance interview
conducted by the employee’s manager.
 Team Appraisal
Performance appraisal, based on TQM concepts,
that recognizes team accomplishment rather than
individual performance.

 The 360º Appraisal Interview

“We Cannot become what we want to be
by remaining what we are”
 THANK YOU
FOR YOUR ATTENTION