Barriers in implementation of performance management system and role of line managers

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This will help to identify the contribution of a single worker in achieving the aims and objectives of a firm. Another advantage of performance management system is that it is helpful in motivating the subordinates, ordinates, and manager by identifying the performance individually ordinates and managers also want to give their best to achieve the goals of the firm otherwise subordinate will get the promotions according to his performance (Rummler and Brache, 2012).

In the view of Farndale, Hope-Hailey, and Kelliher (2011) one of the pre-requisites of implementing effective performance management system is the contribution and the commitment of the top management of an organization.

Top management through the development of appropriate policies along with its vision and mission is in a position to execute performance management systems appropriately. Besides, the arguments in relation to this issue presented by Mizrahi (2017) state that the management of an organization needs to develop and implement appropriate policies to make sure that hurdles and barriers in relation to the execution of effective performance management system can be reduced.

Apart from that, these policies should also be evaluated and monitored on a consistent basis to derive maximum benefits from the performance management systems and applications

Nevertheless, in the view of Sahu (2009), the attitude of the managers can be one of the biggest hurdles in executing performance management systems. Managers tend to avoid an extensively developed performance management system as in this case they would need to provide constant feedback to its employees.

This is due to the fact that they do not want to bring about any disruptions at the workplace. On the other hand, it is stated by Crandall (2010) that lack of clear identification of goals and objectives results in the ineffective implementation of performance management system.Barriers in implementation of performance management system and role of line managers

Therefore, it is imperative for the policymakers to have a clear vision and idea regarding the objectives that they intend to achieve through the implementation of performance management system.

The presence of authentic goals and objectives eradicates any drawbacks that could be faced as a consequence of using performance management system.

According to Palan (2014), one of the barriers associated with the implementation of performance management system is that it is not holistic. The reason behind that is concerned with the fact that it is based on either quantitative or qualitative outcome.

In addition to that, it does not take into consideration contradictory element regarding organizational performance. Therefore, there is a lack of balanced approach in case of using performance management system.

On the other hand, the arguments presented by Taticchi (2010) state that structure within an organization needs to support the performance management that has been applied to improve the overall organizational performance.

Besides, the other barrier which needs to be taken into consideration by the management is concerned with preparing the employees and other stakeholders for the performance management system that is intended to be implemented by the management.

A similar analysis was presented by Brudan (2010) which states that employees need to be taken into confidence by the management during the execution of a particular performance management system.

On the other hand, the arguments presented by Pulakos (2009) state that employees tend to hesitate and show resistance to a well-developed performance management system as they do not want to be put their position within the organization under threat.

Besides, many employees feel that their supervisors or managers are not skilled and capable enough to discuss their performance and providing them coaching regarding how to improve. The attitude of the employees in this respect coupled with the lack of trust between employees and management is a considerable barrier towards the execution of performance management system.

In addition to that, it has been reported by Sparrow, Shipton, Budhwar and Brown (2016) that lack of knowledge and awareness regarding the benefits of performance management system is also considered as a hurdle which needs to be avoided while implementing and making use of performance management system……