A successful PMS (performance management system) drives the QMS (quality management system) which in turn ensures that the best quality service is delivered to every customer every time.
|Scooped by Deb Nystrom, REVELN|
Yes, that's my title for this ScoopIt, not the author's. PMS, post menstrual syndrome of the industrial age, indeed.
Sorry, I'm not seeing it here. This is a cautionary tale post about 90's era PMS (individually based, behavior & competency-based, yada yada) performance management systems - which describe all the pieces and parts, but not the Return On Investment, ROI.
There are shades of B.F. Skinner reinforcement of dog training in sight (getting people to respond to rewards.) For more on this, take a look at Alfie Kohn for some shock therapy via "Punished by Rewards" and then the classic, well researched work of Frederick Herzberg on Achievement.
I continue to search for solid evidence that all this structuring focused on top down, directive management (mgr. conducts appraisals) provides great results. I am not finding it.
Great, high performing managers seem to be the game changer for PMS (the perf. management system) working. No surprises there.
Dressing up top down scientific management (F. W. Taylor, industrial age era) as knowledge worker era systemic systems, is a lot of work for limited results, depending, of course, on the manager.