What is the purpose of performance management systems within an organization? What are some ethical concerns of performance management systems? How can a human resource management (HRM) department ensure a performance management system is ethical?
According to Heathfield (2010) performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities; performance management is a whole work system that begins when a job is defined as needed. According to this site, it ends when an employee leaves your organization. According to this site, although many writers and consultants are using the term "performance management" as a substitution for the traditional appraisal system, these authors encourage you to think of the term in the broader work system context; a performance management system includes the following actions:
1) Develop clear job descriptions;
2) Select appropriate people with an appropriate selection process;
3) Negotiate requirements and accomplishment-based performance standards, outcomes and measures;
4) Provide effective orientation, education and training;
5) Provide on-going coaching and feedback;
6) Conduct quarterly performance development discussions;
7) Design effective compensation and recognition systems that reward people for their contributions;
8) Provide promotional/career development opportunities for staff;
9) Assist with exit interviews to understand WHY valued employees leave the ...
According to this article, performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities. For example, the implications of this include maintaining a system of ethics, with respect to performance appraisal within the context of human resource management, and that to abandon or abuse the performance appraisal process is a breach of business ethics.