As long as the PMS system is constantly reviewed and tweaked to meet these objectives, it will continue to provide good value to organizations. Otherwise, it can become a tick-in-the-box and a burden for managers and employees.
What future do you envision for the performance management process in organizations? How use of technology is going to change/revamp it?
BR There are likely to be the following changes at an overall level.
- More employee-driven performance management systems. i.e., goal setting, asking for feedback, and planning development will all shift towards employees taking more ownership and managers acting as coaches and mentors rather than reviewers.
- Almost all aspects of the full PMS cycle will get automated and linked to ancillary systems like development and talent assessment systems, reward systems, etc. There will be very little manual intervention. Data will flow seamlessly and HR’s administrative role will be reduced significantly.
- Performance cycles will be shorter, and assessment most likely project based rather than for a ‘period of time’.
- Finally, it is likely that many organizations will scrap the PMS in its current form and just focus on two things:
- Specific project...
- Specific project...
