The basic aim of performance management is to create an environment for the employees where they can work at their best. It begins when a particular job is defined whereas it ends when the employee quits from the organization and performance management basically serves as a replacement of the traditional appraisal system. There are certain advantages of performance management and the most important one is the goal of developing clear job descriptions for the employees that can be easily comprehended by them.
The second advantage is that it helps the employer to hire the best candidates for the job that suits them and at the same time, performance management helps them to negotiate with the employees on various issues. When the employee is finally hired, he can be provided with necessary training followed by the feedback of the coach that enable organization to develop sessions in which issues regarding performance development can be discussed and according to the results of the performance of the employees, the remuneration package can be designed.
Moreover, performance management also provides various career opportunities for the employees and can also provide assistance when conducting exit interviews to know why the employees choose to leave the organization. The concept of annual performance is a bit different from that of performance management. When managing other people, the manager has to conduct performance appraisals in order to know how the employees are performing and this can help motivate the employees to work well in future.
Annual performance is basically done to evaluate the performance of the employee and to know how well they have worked throughout the year and the contributions that they have made for the progress of the organization. It not only helps in the development of the staff but it also improves the communication between the staff and the managers, however annual performance has some disadvantages as well.
When conducting performance appraisals, employees might ask for feedbacks from their friends in the organization who are more likely to give positive feedbacks and may avoid any negative comments of the employee. Moreover, when conducting appraisals the companies often send evaluations to the raters without telling them how to accurately do the appraisal and without advance notice. (Leat, 2001). Reference Leat,M. (2001). Exploring Employee Relations. Butterworth-Heinemann.