It’s time to bring performance appraisal into the twenty-first century: The lessons from companies like Cisco, Google and Infosys

Abstract

Purpose

Examines the weaknesses of many current performance appraisals and shows how to improve them.

Design/methodology/approach

Draws on examples from companies such as Cisco, Google and Infosys.

Findings

Shows that there are two main sets of reasons for the failure of performance management – system related and people related. System-related problems crop up while defining the performance goals or designing the appraisal system. People-related problems usually arise while discussing the results of appraisals.

Practical implications

Investigates the importance of the three key elements of performance appraisal – the appraiser, the appraisal period and the rating method.

Social implications

Shows how important performance appraisal can be in the modern business world where skilled and talented workers are at a premium.

Originality/value

Argues that present-day organizations need to develop an ongoing process to manage employee performance, make sure the right things are being measured, and that the feedback is carried out as constructively as possible.

Citation

Javad, S. and S.D., S. (2015), "It’s time to bring performance appraisal into the twenty-first century: The lessons from companies like Cisco, Google and Infosys", Human Resource Management International Digest, Vol. 23 No. 7, pp. 23-26. https://doi.org/10.1108/HRMID-07-2015-0127