Performance appraisal system and performance management system Essay

Performance appraisal dodge and performance worry system - Essay ExamplePerformance management systems refer to measures that the organization has put in rove with the aim of establishing what employees ought to do in a certain period. For example, it preserve constitute measures on how the employee should perform in the succeeding(prenominal) quarter of a year, the next sixth months, or the next one year. A performance management system outlines what should be met within a certain time frame, as puff up as the benefits that accrue to employees when they meet these objectives (Grote 1996, p.17). Differences amid performance Appraisal System and Performance Management System There are certain differences, which exist between performance appraisal systems and performance management systems. These differences represent the most fundamental components of the two approaches, as well as how the two approaches differ in equipment casualty of what they address. The major differences between performance appraisal and performance management systems lies in the scope of what they aim to cover. While performance management systems represent a tralatitious approach to the management of merciful resources, performance management can be termed as a contemporary approach to the management of human resources (Rao 2004, p. 213). ... 333). During performance appraisal, the principal(prenominal) activities that the human resource department engages in include evaluating employees, as well as rating their performance. On the contrary, performance management aims at the review, analysis, and planning of the pass judgment performance of employees, and how an employee should make improvements (Deb 2006, p.201). While performance management can be regarded as a continuous process within the organisation, performance appraisal takes place in an annual basis. In performance management, there may be reviews that take place quarterly while, in performance appraisal, the review of the employee takes place at a time a year. However, there may be periodic ratings of employees in the course of the year (Rao 2004, p.214). Performance appraisal is a function entirely performed by the human resource department of the organisation. This means that the human resource department has the responsibility to design, evaluates, as well as monitor the implementation of the performance appraisal system (Roberts 2003, p.89). On the contrary, the performance management system can be designed by the human resource department, but the implementation of the system can be done by the various departments. In performance appraisal systems, there are reviews that may be conducted to ensure that the ratings of employees enhance objectivity. In performance management systems, the reviews serve the purpose of ensuring that the organization improves its performance (Waal & Counet, 2009). In performance appraisal, the need for making development is identified when the year ends. Durin g performance management, the need for development can easily be