Performance Management System

‘Precision’ cannot be achieved without the initiatives of the workers and also without a capable and powerful initiator. Like the five different fingers in one’s hand, each human is different from one another having different characters, attitudes, education, etc, Unison of these different humans under a single organization to reach a target is, and will always be a difficult proposition. As these different humans could only create a different working culture, the success rate will be minimal. But, if a common and feasible working culture is ‘operationalized’, throughout the organization, the organization will be a success story. The script for this success story could only be scripted by an effective leader or manager.

The success or failure of an organization depends on the role. the manager plays particularly the HR managers. The managers only can establish an optimum performance management system and can ‘sprinkle’ motivation and drive into the minds of the workers, thereby accentuating their performance for the betterment of the organization. “Performance management is an essential tool for high performing organizations, and it is one of a manager’s most important responsibilities, if not the most important responsibility” (Pulakos, 2004). The task of the HR manager is to create a working culture, embed the working culture in the working group and environment in the form of team culture, sustain it and also rectify it when faults occur. The culture creation will start with the HR manager ‘imposing’ his/her own assumptions, ideals, ideas, etc, as a form of organizational culture. They will, therefore, be quite comfortable in imposing those views and personal cultures, on their partners and employees as the organization copes with challenges and targets. This imposition of manager’s assumptions, as a form of good culture, is one of the first steps.