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JOB HOPPING:A FUNCTION OF INEFFECTIVE PMS 4

 Based on my experience, I have identified three types of organisations based on how they viewed Employees Performance Measurement System.

The three typologies are:-

- Absence of formal employees performance measurement system.

- Simple employees based performance measurement system.

- Ego tripping employee performance measurement system.


My 25 years paid employment time, I spent majorly in manufacturing companies.


TYPOLOGY 1: Here, therewere companies which had no formal employees performance measurement system. One thing that was common with them was the recognition of machine performance without appropriate regard for the operator of the machine. Another common denominator was pervasive Nepotism, so that annual salary increment was based on connection.

In three of the companies in this typology, where I thought, I had the power to introduce employee performance measurement system, when I had finished all the groundwork, to start the actual measurement, the business owners cancelled the HR Function stating that, we were introducing Trade Unionism through the back door. In one particular company, my appointment was terminated and I resigned my appointment with another.


TYPOLOGY 2: There were two companies here that both believed that the company's performance was closely related to the employees performance. What they did usually was that at the beginning of the financial year, individual employees were allowed to set their individual goals in line with both the company's and departmental goals. These agreed individual goals were filed with the HR Department, so that during the period of employees performance measurement, it was only the goals that were agreed at the beginning of the year were measured and served as the basis for reward distribution to employees. Infact, in one of the two, two years consecutive adverse performance, led to separation procedure against such employee.


Next week, let us conclude by sharing on the typology three.

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