Performance Appraisal System
There are very few organisations that do not use a tool to appraise performance. In a lot of cases, however, the efficiency of performance appraisal systems are rather objectionable, imposing unnecessary administrative burdens on the appraiser and the appraised person alike, it is often thought that the performance indicators and competencies appraised are unsuitable to be evaluated, and performance cannot be measured using these tools.
Develor’s Performance Appraisal System (P.A.S.) focuses on quantitative and measurable factors. The participants accept the appraisal as objective and factual, so P.A.S. may become a part of the corporate culture.
Why choose Develor-specific P.A.S.?
- Because the system meets the expectations of company heads, HR specialists and participants.
- Because the PAS creates synergy among HR tools, making performance management a part of the corporate culture.
- Because we determine a uniform set of core values supporting the strategic objectives of the organisation, and unifying expectations towards managers and the staff.
- Because it is built on a quantitative and validated method of appraisal, so it is measurable and can offer a response to the continuous changes of the company’s needs.
Performance management is a part of the corporate culture!
Adoption of an efficient P.A.S. supports establishing a performance management based corporate culture, which is illustrated in the following figure:
Structure of the P.A.S.
The core competencies applicable to all staff members need to be defined by involving the senior management, which are to support the organisation’s goals and to be in harmony with the organisation’s values.
Together, we define management competencies and expectations, which determine the managers’ efficiency, behaviour and conduct.
Involving the appraising managers and the jobholders, we also develop professional competencies typical of each job and job family.
This method enables the P.A.S. to measure individual and group results accurately to obtain real performance and the course of development.
By customising the system, acceptance of the P.A.S. can be ensured on the part of the appraisers and the appraised persons alike.
The P.A.S. method
On developing the PAS, a combination of the methods Behaviour Observation Scale (BOS) and Management By Objectives (MBO) is used. BOS is a scaled evaluation system examining the frequency of critical cases, while MBO emphasizes the definition of expected future performance.
Benefits of using PAS
- Intensifies improvement in the performance of the individual and, consequently, the entire organisation,
- Raises staff motivation,
- Facilitates recognition of potential abilities in people, so it may be a tool for career and succession planning,
- Facilitates exploring training and development needs, and can be used to measure efficiency of people development,
- Provides information on the job-related problems and their solutions,
- Performance management becomes a part of the corporate culture.
Related consulting services:
Setting up an incentive system
Career management – Talent bank
Job analysis – Competency analysis
DEVELOR STAFF
Tadej Petek
General Manager, consultant, facilitator, trainer Enjoy what you do!
Ralitsa Mihaylova
Training Specialist "Give a man a fish and you feed him for a day. Teach him how to fish and you feed him for a lifetime." What I really love in my job is that I just have to find a lot of fishing rods – it is not easy, but it is possible…