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Performance appraisal system

Related links:
Performance Measures Applied Manual
Performance Management/Measurement Electronic System
Workshops
Or to discuss your specific needs, please contact us.

 

 

Many performance appraisal systems fail because they do not make the crucial link between strategy and daily actions and operations. They focus attention on tactical feedback and control of short-term operations.

 

A good performance appraisal system provides a comprehensive framework that translates an organisation's vision and strategy into a coherent set of outputs, performance measures and targets.

 

By developing a set of outputs, measures, targets and feedback systems for the leadership team, and then cascading these down the organisation in such a way that they are localised, meaningful, understood, owned and aligned, the link between the organisation's strategic goals and the daily actions of the people doing the work can be made.

 

Resource allocations, annual budgets and strategic decisions can be driven by the strategy. Performance reviews can be used to monitor individual performance which in turn monitors organisational performance. Reward systems can be designed to reward organisational performance achievement. The vital link between

 

what people are doing on a daily basis, and strategic goals can be made.

 

A good performance appraisal system must mobilise the people in the organisation in such a way that their daily activities bring them closer and closer to strategic goal achievement. The performance appraisal system must be a systematic process to implement strategy.

 


Tags: organisation, strategic, performance, people, daily, system, outputs, link, systems, goals, appraisal, operations, feedback, good