1 Performance Management System

For remaining in competitive organizations, LU needs to grow and expand. Purposely they need to identify, retain and develop high standard and enriched human resource. The carried out traditional performance appraisal system is an exercise observed almost in every organization with the objective to achieve above purpose. Yet in very near past years organizations have gone far from being successful in achieving these aims through performance appraisals nobody knows why? The concept of performance management, unfortunately, means something too much narrow, to many managers. Equating it with performance appraisal an exercise typically done every year to specify and discuss job-relevant strengths and weaknesses of individual employee or work teams. The missing thing here is continuous timely feedback about individual performance, and finally its linkage to the organizational aims.

1.1 What do you mean by Performance Management System?

Starting from what is being traditionally practiced in all organizations performance appraisal system. Here, supervisors meet with their subordinates generally at the end of a year discussing their performance against set objectives at the beginning of the year. Rather it is a monologue where the supervisor gives feedback on performance defects and the meeting ends generally with a not satisfied employee. Later on, everything is forgotten about this evaluation until the upcoming year, the same thing is repeated. Although, performance appraisal is vey crucial, yet far from sufficient, it is the part of the performance management system. It being a continuous process of improvement overtime, and it requires regular, not yearly

attention.

Performance

management,

through

willingness

and

commitment, demands to throw light on team and individual every day, for improving performance at each level.