Which is the best and practicable method of performance management

A practical method of performance management would be providing regular and structured feedback to employees. It is important that the manager is trained on how to have these discussions with the employee and provide feedback. This could be in the form of a monthly or bi-weekly review session. During these discussions the manager should discuss the employees performance against the KPI’s set and define clear goals for the following month. The employee should also be made to understand how his/her objectives are aligned with the corporate objectives. These discussions are also a great platform to identify the training needs of the employee, recognize good performance and also to take corrective action if required.

Combination of Skills and Attitude at work.

Thank you Muhammad. To be honest I am not sure about one general specific performance method. You might want to establish a system that measures the effectiveness (could be skills and behavior) of your employees when conducting business. It would be important to align performance with the measurable goals and values that your company has set out to achieve. Too many measures can distract from the focus on results that really matter. It is also important to provide employees with a stage where they can perform to their best ability. This are all reasons why I feel that the method of how and what performance exactly should be established by each company. However I would always agree targets per function so that they are relevant, measurable and achievable. In this way they can also be broken down to employee level and aligned with development and reward. I know this does not cover everything.

Combination of competency based and strategic objective based performance appraisal.

Merge between the performance evaluation and competency evaluation to have the multi evaluation system, which measures the invisible evaluation object (competency) and visible evaluation object (performance)

Dear-I feel you have answered in general terms.I feel that human feelings,likes and dislikes of the person being evaluted and the reviwer does play a part.In my entire professional life(26 years in Army and17 years in Corporate Sector) this aspect somehow has played its part so no evalution could be100 percent reflective of the personality.Human interaction at all stages of life does have its bearing on relationship with an organization.