K
I would firstly like to say thank you to the Cove. My Section has recently achieved ISO9001 certification in no small part to the information I've found here and taken away and applied.
My company is now looking to introduce a new performance appraisal system. To me, a performance appraisal system should be one that helps team members understand what is required of them and gives them a way of knowing when they have achieved it, not one that gives people a score for things like communication skills or punctuality.
If the former is the type of performance appraisal system that we adopt, this also causes me concern. The thought of holding individuals responsible for achievement of objectives seems to fly in the face of systems thinking where the process should be engineered to achieve the objectives, not individuals. It also doesn't seem to fit with Deming teachings. Am I seeing this the right way? If this is the case I would be very interested to hear how other companies have balanced performance appraisals with the process delivering objectives.
I look forward to your thoughts.
My company is now looking to introduce a new performance appraisal system. To me, a performance appraisal system should be one that helps team members understand what is required of them and gives them a way of knowing when they have achieved it, not one that gives people a score for things like communication skills or punctuality.
If the former is the type of performance appraisal system that we adopt, this also causes me concern. The thought of holding individuals responsible for achievement of objectives seems to fly in the face of systems thinking where the process should be engineered to achieve the objectives, not individuals. It also doesn't seem to fit with Deming teachings. Am I seeing this the right way? If this is the case I would be very interested to hear how other companies have balanced performance appraisals with the process delivering objectives.
I look forward to your thoughts.

: No complaints, nope, nope, nope. . .