Performance Management Techniques Samples †MyAssignmenthelp.com

Question: Discuss about the Performance Management Techniques. Answer: Performance Management Techniques Accountability and Competencies are two important instruments used in performance appraisal management. In this context, the techniques of performance management used in the Accountability instrument are Self-assessment review and managerial review. In Competency, the performance management is conducted through the techniques Self-assessment and Manager Review. The main difference found in these two instruments is that for Accountability it is measured periodically while Competency is evaluated on the regular basis. Assessment of Accountability is done twice in a year semi-annual and annual. But the review of this assessment is mainly evaluated on the annual basis. Accountability is assessed only on the review of a managerial review and that also annually. But in case of Competencies as it is evaluated on the daily basis; so the rating is done for both self-assessment and managerial review. Both this instrument is rated individually in Competency assessment and compared to get the l oophole in the performance appraisal. Major Strengths of performance management instruments As both Accountability and Competencies are evaluated in a totally different way, so they both have their strength and weaknesses. As while accessing Accountability, the managerial review is calculated only on an annual review but the self-assessment is not at all calculated. It can say that it is easy to rate the employees on the annual basis but their other disadvantages also. For Accountability, it can be said that this instrument mainly evaluates the performance of the employees on the managerial review and that also annually. The rating and the review are done in a simple way but the performance of the employees is only accessed on the annual basis. Along with that, the employees are not self-assessed, so the employees will not be able to assess their performance and will not help them to grow in a professional term. But when the employees are assessed with the help of Competency instrument they are reviewed on the regular basis and are rated accordingly. With accountability instrument, the rating is done in the much simpler way but that is not done on daily basis. Though the employees are not rated on their self-assessment, they are accountable to self-evaluate them. In this instrument, there is a chance of reviewing the performance twice in a year that will help them to overcome their performance gap. While on the competency instrument the process is a bit complex as the ratings are done on regular basis. Though the process is complex as each and every performance is reviewed and rated but this helps the employees to evaluate and rate them. After the review and rating, the employees will able to understand their performance gap and act accordingly. Features in the instrument that may compromise assessment, reliability and felt fairness- In case of Accountability assessment the feature of developing the employees through the assessment, the method is absent. But in the Competency method, the reviewing of the employees are done on rating basis. It helps the employees to understand the gap in their performance. However, the horizon of the assessment is too long for the employees disabling them to improve themselves within a year. It makes the instrument compromise with the time framework At the time of the assessment is prepared using the Accountability instrument then there is a chance of biased assessment by the managers while compiling the information for the performance appraisal. So, if any manager is biased on any of their employees, then they can give a good review and rate them quite high on their performance. But if the manager is not happy with any particular employee personally then the ratings and the review would not be good, and it will affect the performance of those employees though their performance is outstanding. In the instrument of Competencies', the reliability test can be failed due to its long time frame of assessing the employees' performance. The long duration cannot show the incapability of the employees presence of mind as well as the opportunistic behavior from the performance. The Accountability instrument has the feature of compromising the assessment with the managerial review on the employees' performance with not employing the comparison between the assessment made by the employees and the managers. Therefore, fairness in this instrument cannot be felt much. The performance assessment with the instrument of Competencies has this advantage. However, the employees might think that they are not appraised appropriately and can become impatient due to its low frequency. The instrument does not appraise for the short-term performance of the employees. Ways that will help the instruments to improve and approach the performance management- For the appraisal method applied in the first instrument of checking through accountability, we can see that the instrument lags the comparative instrument of the assessment of the employees. The review of the managers is not compared with the self-assessment made by the employees themselves. Thereby there is a scope to improve this instrument by comparing the both assessment to understand the lacking points of the employees. In the second instrument, the major lagging is the time horizon of the review system is too longer where employees do not get the opportunity of improving their performance within a year. Thereby, this instrument needs to be improved by accumulating the review system semi-annually as well with the existing system of reviewing annually. It is recommended to assess the short-term assessment of the employees so that they do not get frustrated for its long horizon. In the context of recommending the improvement of the approach of the performance management system as stated in both the instruments, the two systems lag some specialty while assessing the employees. The points of lagging in these two instruments are complemented by each other. Thereby, it is recommended to combine the strong points of these two instruments so that lagging points of the performance management can be overcome. Competencies method has the strong point of rating the employees showing their developing areas as well as comparing the self-assessment with the managers' reviews. The strong method of the accountability method is to find the review of performance is in line with the organizations goal biannually. If both the instruments are combined to assess the performance of the employees then developing of a performance of the employees at certain extent is possible within a short timeframe.