There was a time when performance reviews were dreaded, avoided and looked at with suspicion and exasperation. However now, they are more comprehensive and the process is called as 'Performance Management'.
The earlier process was mostly confidential, annual and one-way approach. But now the process has improved and has become more objective and open with two-way dialogues.
Recent years have seen this process emerging as a strategic approach bearing a direct impact on the business outcomes. The future seems to be even more exciting with ‘Artificial Intelligence and Big Data Analytics’ quickly paving their way into the core HR processes and performance management is not left untouched.
The performance management which began with merit based system in the 1900s, then became personality/trait based in 1940s.
The approach then slowly evolved to goal setting, accountability based, forced ranking, organised and efficient.
It was during 2000 to 2001 the holistic system came in to being where there was more focus on employee, and things like development, culture building and team appraisal coaching became mainstream.
In 2011 to 2015 the strategic tool was formulated and was focused on engagement, rise of one-on-one discussions with manager, more open and transparent system.
The data driven system came in to existence from 2016 onwards. This is more focused on adaptive, open and real time system.
Courtesy: www.peoplematters.co
