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JOB HOPPING:A FUNCTION OF INEFFECTIVE PMS 2

 The on-going process of communication between a Supervisor and an Employee that runs through the year in support of accomplishing the strategic objectives of the organization is known as Performance Management. The process that helps managers to monitor and evaluate employees work and align it with company's goals is also called performance management. PMS is the continuos process of improving performance by setting individual and team goals which are aligned to the organization's goal.


Based on the above therefore, a periodic and systematic process whereby the job performance of an employee is documented and evaluated is called performance appraisal. PA is a systematic and periodic process of measuring an individual work performance against the established requirement of the job.


The process of both PMS and PA starts with the job assignment to the employees through the provision of detailed job descriptions.

Every organization that has the mind of measuring employees performance shows in the nature of the job descriptions it issues to her employees. To that extent, every job description that omits such items as Organizational Relationship, Key Results Areas and Key Performance Indicators is a suspect.


Finally, the effectiveness or otherwise of a PMS is determined by uses to which the outcomes of the measurement is put by the organization, which to some extent inform the decision of employees to get involved in Job Hopping. "Do not forget nothing succeeds, like success, but failure is a poor orphan"

Next week, we shall share on the uses of performance measurement in organization's that do.

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