A Study of the Performance Management Systems in the Indian Service and Industry Sectors

Specialists at firms like a human resource consulting and training firm and a consulting and training company as well as increasing numbers of HR and operating executives, refer to the performance appraisal and its one-way feedback with its effectiveness outmoded by new competitive imperatives and changing employee expectations. The good term from the experts is that by managing performance instead of just performing appraisals, companies can improve employee and hence corporate performances along with saving managers considerable time and trouble. The paper attempts to study the performance management systems in the Indian service and industry sectors. There are three objectives of this research. They are as follows: (1) To list the description in details of the performance management systems used, (2) To compare the performance management systems across sectors, (3) To compare the performance management systems across different organization sizes. The description in details of the performance management systems is: Respondents agree that Individual and organization goals must be integrated and performance management systems should focus on developmental areas. Across sectors, there is a common agreement to defining performance management systems. Across different sizes of organizations differ in their perceptions on defining performance management systems based on whether Performance management systems should not be linked to pay and Performance measures must be quantifiable.