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Note : the Answers should be Computerized and please do not copy and Paste

"ASSIGNMENT" Performance management is a management style that has grown increasingly popular. It involves a process in which a company, organization, or institution creates a work environment that empowers employees to work to the best of their abilities. The process that an employer uses to accomplish this often varies from one business to the next. Despite these variations, the performance management process generally involves some form of goal setting, evaluation and reward. In addition, coaching is often offered throughout the process. Performance management isn't just about rating employee performance in an annual performance appraisal. Best-practice performance management processes will help align your workforce, improve employee performance, support development and increase your business returns. Employee evaluations can be a very subjective process, but it's critical that every effort is made to make them consistent and fair. This how-to article has tips for improving the consistency of performance reviews, from choosing the right rating scale to soliciting feedback from others. It takes time and effort to create consistent employee performance appraisals, but the rewards - better management decisions, more effective compensation programs and better employee performance are well worth it. Every organization has policies that govern performance management that are unique to the entity. Supervisors and managers must, in addition to mastering and consistently applying good planning, monitoring, developing, rating, and rewarding practices, learn and apply those policies as they relate to the organization-specific practices of performance management. Organization-specific performance management systems refer to the organization's policy and procedures manual. To determine whether they have implemented their organization's performance management system successfully, supervisors and managers need to answer the following questions

Explanation / Answer

1. Coaching, counseling and disciplinary approaches all have one goal i.e. to prepare or condition an employee in its area of work with enough guidance, support and training to ensure his or her performance matches expectation. The differences between the three are that while coaching is training and imparting knowledge, counseling is to correct the course i.e. habits, way of working or help in getting through any personal matter while disciplinary approach involves a strict regimen wherein the employee is made aware of performance deficiencies and is asked to change ways to avoid drastic action.

In my company, there is a grading system for performance appraisal where "A" stands for best and "D" stands for worst. "B" and "C" are good and satisfactory. While "A" is rarely given, "C" is most common and few also get "B". "D" is only given in extreme cases and this is where disciplinary approach comes into operation.

2. Selection of all three approaches are relatively simple. Coaching is selected when it is found that if the employee gets more training or learning, further improvement in performance is possible. "B" grade is mostly identified with this aspect. Counseling comes under "C" grade wherein even though performance rating was satisfactory, it maybe due to some constraints that the employee was under performing. Disciplinary approach is apparently reserved for "D" grade. This some procedure is followed in my company as well.

3. Rewards at my organization are directly linked to grades. Generally "A" grade fetches 20% increment; "B" gets 15% and "C" is awarded 10%."D" gets status quo.

It is therefore clear to all that getting a higher grade fetches better annual increment and serves as motivation to achieve better performance appraisals. During appraisals, there is always a tug of war to grant an appropriate grading system which has several ramifications. For the company it is to judge the usefulness of the employee and prospects for the future, while for the employee it is the monetary increment and the associated promotion that holds motivation.

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