Integrated & Agile Performance Assessment and Development
A common Human Resource Management (HRM) practice is to use employee appraisal systems to assess employee performance. Despite the wide-spread application of this practice these systems have significant limitations. Specifically, they are infrequent, involve subjective assessments, do not support systematic employee development, and create potential for conflict between the supervisor and the employee. As a result, appraisal systems are not taken seriously by many managers and employees.
An effective employee performance assessment and development system should be able to achieve the following four objectives:
1) commit employees to specific team and/or individual targets;
2) assess staff competencies and behaviours on an ad-hoc basis;
3) encourage employees to develop and pursue personal development; and
4) engage employees by recognizing employee performance.
To achieve these objectives managers should learn the following:
a) How to develop value-adding KPIs that support corporate objectives, the team objectives, and appropriate staff behaviours.
B) How to use agile practices to allocate improvement tasks to employees, assess their ability to deliver, and revise their development plan.
C) How to develop an integrated employee appraisal system that reduces bias, emphasizes employee development, assesses performance objectively and transparently, and commits staff to company objectives.