Professional Documents
Culture Documents
PERFORMANCE MANAGEMENT
A Short History of Performance Management
By: Mohammad Salim Roll #: 11294
Literature Review
Performance Management Systems and Strategies (By Dipak Bhattacharyya 2011) Performance Management A Strategic and Integrated Approach to Achieve Success (Michael Armstrong and Angela Baron 2010) http://www.forbes.com Management 6th Edition 2011: James A. F. Stoner, R. Edward Freeman, Daniel R. Gilbert http://www.kuzhalmannamagraharam.info/articles/bhagavadgita-andmanagement-1.html Qur'an or Koran (a) (Al-Quran: Surah (46) Al-Ahqaf Ayah 19) (B) (Surah (49) Al-Hujaraat, Ayah 13)
Literature Review
Strategic Human Resource Management
Tanuja Agarwal (2010) Reader, Faculty of Management Studies University of Delhi
PM Antecedents
-AD 221-265: Imperial Rater -1491-1556 : Ignatius Loyola, society of Jesus.
Schools of Management
- Scientific Management 18901930 - Classical Organization Theory School - Human Relations Movement (Hawthorne effect)
-1st formal monitoring system out of work of Taylor before world war I. -1920: Rating of officers in US armed service spread to UK also
PM Antecedents
-1920: Rating of officers in US armed service spread to UK also -1950-1960: Merit-rating USA and UK
Schools of Management
- The Behavioral School - The Management Science School (World War II) - The systems Approach -The Contingency Approach
-1960 and 1970s: MBO and simultaneously critical - Emergence of incident technique and Human Resource BARS - Development (1980s) - 1980s: Performance Management and why
General Trends
Series of workshop training by author at IIM in 1979 More than 100 executives from private and public sector Presenting their perception of merit and demerit of these systems Following conclusion could be drawn:
Rowe concluded :
Appraisers were reluctant to appraise The follow-up was inadequate Difficulty of achieving standards
History of T-Group
Kurt Lewin, founder of modern social psychology facilitated group dialogue in Training Groups (or T-Groups) that advocates open-minded appreciation and inclusion of differences which is the beginning of HRD profession according to (Dipak Bhattacharyya PMS 2011)
Management by objectives
By Peter Drucker: An effective management must direct the vision and efforts of all managers towards a common goal. McGroger 1960: Theory Y:
Strategic Plan
Tactical Plans
Criticism of MBO
Levinson 1970:
failure might be because of a partner, supervisor, subordinate or colleague, Emphasis on quantification and quality will be sacrificed MBO leaves out the individuals needs and objectives
Much time is spent on developing goals for the year MBO often became a top-down MBO is intended to concentrated on mangers leaving the rest to be dealt with in old-fashioned merit-rating
Criticism of MBO
Fowler (1990) criticized MBO because:
Not right for all organizations emphasis was on mangers roles limited recognition of corporate goals Line mangers perceived it as centrally imposed administrative task Formal once-a-year and little relationship with day-to-day activities Overemphasis on quantifiable objectives Administratively top-heavy form filling became an end in itself
Critical-incident technique
1954: Developed by Flangan. On the basis of his research he came to a conclusion that to avoid trait assessment. Evidence of actual performance are recorded in black book It did not gain much acceptance perhaps because the black book accusation stuck, but also it seemed to be time consuming
Levinson 1976: he wrote that there were many things wrong with most of PA systems such as:
Usually subjective Delays in feedback occur Managers generally have sense of inadequacy individual objectives were seldom related to the objectives of business There is no such a perfect performance review.
PA was perceived as the property of personal department The worst feature of PA in 1970s and 1980s: not a normal process of management, somehow isolated even the same is true today Line mangers often criticized it. rate first in accordance pay increase Fletcher (1993a) stated: what we are seeing is the diminishing of the traditional appraisal system instead new processes are evolving according to the needs however the term appraisal has outlived its usefulness in some ways.
HRD Score Card 2500: gives pointes each of the above as following: (1) 1000 points (2) 500 points (3) 500 points (4) 500 points
By 1990 PM had entered the vocabulary of HRM in the UK as well as in the USA. Fowler (1990) defines what has become the accepted concept of PM.
Management has always been about getting things done, and good managers are concerned to get the right things done well. That in essence is the PM.
Exam Questions
What is management by objective? Merit and demerit of MBO?
References
Bhattacharyya, D. (2011). Performance management systems and strategies. Pearson Education India. Armstrong, M. (2006). Performance management: Key strategies and practical guidelines. http://www.forbes.com Stoner, J. A., Freeman, R. E., & Gilbert Jr, D. R. (1995). Management (6th edn). http://www.kuzhalmannamagraharam.info/articles/bhagavadgita-andmanagement-1.html Qur'an or Koran (a) (Al-Quran: Surah (46) Al-Ahqaf Ayah 19) (B) (Surah (49) Al-Hujaraat, Ayah 13)
References
Tanuja Agarwal (2010). Strategic Human Resource Management:
Reader, Faculty of Management Studies. University of Delhi
THANKS