The purposes and uses of periodic and systematic measurement of employees job performance based on pre-agreed job performance levels differ from organisation to organisation.
For some organisations, PMS is an end in itself. It is meant to feel belong because it is not used for anything further. Furthermore, organisations that operate by the national malady in Nigeria called Nepotism, PMS, where it exists, is also an end in itself.
However, organisations that are interested in measuring their employees performance for purposes that benefit both the employees and the organisations, some of the uses are listed hereunder. They are for:-
- Separation of motion without momentum from motion with momentum.
- Separation of laggers from performers.
- Separation of shaft from wheat.
- Separation of low-fliers from high-fliers.
-The distribution of rewards.
- The identification of tomorrow's leaders.
- Succession planning.
- Identification of training needs.
- Correction of on-the-job mistakes.
- The purpose of starting separation procedure against consistent non-performers.
As I informed sometime ago, yours truly got a good job when I told the interviewers, what to do with consistent bad performance which is clearly documented.
As I conclude this Content, next week, I shall share my experiences in organisations classified into three, based on how they view and used employees performance system.
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