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Therefore, usually all employees are concerned with HR policy as it includes leave policy, travel policy, policy regarding employee benefit and most importantly performance appraisal policy; to which every employees’ increments are linked.
It is a common observation that employees quit their jobs because they are not satisfied with their performance management system and they believe that the criterion mentioned in the policy against which the appraisal was to be done has not been followed. One of the major causes of employee de-motivation is inconsistencies between policies and their implementation.
Many censures have been done worldwide just to study the effectiveness of performance management system. A survey was done by a well renowned consulting firm, Development Dimensions Incorporated, in which it was found that most of the employees communicated overwhelming dissatisfaction with their performance management system (Coens & Jenkins, 2002). When an organization intends to change or improve its’ performance management system it has to take care of two things; firstly the standards against which the performance is measured, and secondly the feedback of appraisal. In order to make feedback more effective, 360 degree feedback method should be used (Denisi & Kluger, 2000). Moreover, standards or key performance indicator should be set in such a way that employee attention is on getting the task done effectively and efficiently, which will result in better employee performance thus having a positive impact on overall organization productivity. Furthermore, employee should be involved in setting their goals while designing the appraisal processes because it will increase its effectiveness (McConkie, 1979). It also gives the employees a sense of involvement.
The only way to resolve inconsistencies between policies and its implementation is redefining the policies in such a way that it can practically be
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Demand for commodities is a
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