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Performance Management Systems and Strategies by Dipak Kumar Bhattacharyya

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LACK OF PARTICIPATION OF EMPLOYEES IN DESIGNING PRP

In most organizations, PRP is designed by the top brass of the management and then imposed on down the level. Since PRP system alters the existing compensation structure, participation and involvement of all cross-sections of employees, line managers, trade union leaders, etc. can truly help. Organizations can not only get new inputs from all these people, they also feel consulted, and hence they cooperate in implementation.

Often organizations emphasize on improved performance through financial rewards alone, but this again is not always right, as we also have other types of rewards. Financial incentives are necessary but not sufficient to motivate and improve performance. Hence, we must have ...

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