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JOB HOPPING:A FUNCTION OF INEFFECTIVE PMS 5

 To conclude the above content, I shall discuss the Typology 3.

Last week, we discussed typologies 1 and 2 which dealt with, No formal employees performance measurement and Simple employees based performance measurement system.


TYPOLOGY 3: Ego-Tripping employees performance measurement system. By my experience, there was one company. Here, the HR Department put a lot of time and resources in the training of employees in the act of setting annual goals and actual measurement of employees performance at the appropriate time. 

At the end of the actual employee performance measurement, the problem begins, hence the tag of "Ego- Tripping". The HR Department does nothing with the ratings until Executive Management returns from the Stock Exchange, where it presented the facts behind the figures, which usually showed a wonderful performance.

Then, the unusual happens, the HR Department informs employees that due to the poor performance of the company in the last financial year, the company will not be able to increase salaries based on the just concluded employees performance measurement exercise. The HR Department goes further to inform employees that Executive Management, in her magnanimity has decided to grant all employees a percentage increase in salary across the board.

Once this was done, in my usual twin problems of insisting "agreement is agreement and speaking the truth to authority", I declares that the company's employees performance measurement was a disincentive to employees performance.


From next week, we shall start a new series on "Interview Results Communication or Communicating Interview Results.


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