Reward systems performance management process

Managers often view performance appraisals as an undesirable task, but careful planning and implementation should make them less onerous. Performance appraisals are closely finked to employee motivation, performance, commitment, and turnover. Numerous systems are available, each ofwhich has its strengths and drawbacks. The formal appraisal must be accompanied by frequent and substantive informal feedback. The appraisal interview is key to the success of the appraisal system. The allocation of organizational rewards must be finked closely to the results of the appraisal process. 

The motivation and commitment of employees has been sustained by the role model provided by the General Manager, a process that has delivered short term wins and the presence of an effective system that recognizes and rewards performance. In addition the involvement of management in a mentorship role when coupled with the formal and informal training opportunities presented to employees has helped overcome what Schein (2002) has described as the anxiety of failure which is often associated with organizational change. 

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