The paper "Challenges Facing the Process of Implementing Performance Management Systems " is an outstanding example of management coursework. Organizations have been on the run to invest widely in Performance management systems without clearly understanding the value of PMS. As such, most organizations have been in a dilemma on the expected results versus the investments they have made; there is a lack of clarity on the expected outcomes (Pulakos, 2009). However, despite these, the need for PMS has risen remarkably in the last decade. This is due to the fact that researchers, scholars and practitioners, as well as policymakers, have realized that PMS actually improves the performance and the overall value of any given organization.
Regrettably, the implementation of PMS in organizations has not been a walk on the park as the failure rate of PMS implementation in an organization has risen in percentage (Pulakos, 2009). The result of this has been the rejection of this powerful management tool by most organizations. Pulakos (2009) notes that without proper research and emancipation on how to mitigate them, PMS may be a method that is strong but lack applicability due to the fear of the unknown.
The aim of this paper is to explore the challenges facing the process of implementing PMS and also look into what the managers and the HR practitioners can do so as to improve performance in organizations. Performance Management systems Performance management system refers to the process of performance planning or goal setting, performance monitoring and coaching, evaluation of individual performance with reference to organizational goals, employee feedback, rewarding of individuals based on their achievements of the set performance standards and goals as well as relevant competencies, and having a workout plan for the development of an individual (Sahu, 2007).
To better understand the concept of PMS it is essential to have an insight into some of its tenets; performance and performance appraisal. Sahu (2007) opines that performance can be defined as the degree of accomplishment of a given task making an individual’ s job. Performance appraisal, on the other hand, is a qualitative and quantitative method of evaluating the employees’ behavior at the workplace (Ossadnik et al, 2013). A well established PMS gives a structured framework that is used to plan, monitor, evaluate and recognize performance (Sahu, 2007). Issues and Challenges in Implementing Performance Management Systems There is a plethora of issues and challenges that make the implementation of PMS to be hindered.
First off, the management itself may be reluctant to implement PMS (De Waal & Counet, 2009). This is mainly caused by time constraints and work pressures encountered by the managers in their daily work environments (Boipono et al, 2014). This consumes too much time of the managers such that much time is spent on the deliberation of short term goals and organizational problem.
This, in turn, slows the development and implementation of PMS. Secondly, the process of implementing PMS is time-consuming and requires a lot of efforts (De Waal & Counet, 2009). The management of the organization might spend more time than budgeted for in the implementation process. As a result, the members of the organization will be discouraged due to the lack of short term outcomes (Cheng et al, 2007). When this is the case, the members will only spend little of their time and energy in implementing PMS, hindering the whole process that may eventually halt.
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