The aim of Performance Improvement System
The aim of PIS is to enhance and improve personal performance and to promote high performance employees. Professional promotion is the most efficient form of encouragement within this frame.
What PIS is not?
A negative definition may be a better way to explain what is PIS. In these terms, PIS is not
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- a corrective process to maintain discipline,
- a process of behavior control, to play the game of “I got you!” with employees,
- a process to be completed by Human Resources, which is responsible for putting the dynamics of the process forward and providing advisory services throughout the process,
- a process which is mainly focused on influencing the promotion decisions.
Why PIS?
PDS is necessary for the company to
- make it possible to evaluate employee performance according to just and objective criteria,
- to co-ordinate job targets of each employee with general department/company targets,
- to guarantee maintainable development of organization,
- to have better results in performance, and
- to evaluate and encourage the potential of employees.
Benefits of PIS for the Employees
PIS provides the employees with an opportunity to
- actively participate in the realization of the targets of company,
- learn the expectations of company from each employee,
- be evaluated by her/his superiors according to just, objective, and concrete criteria,
- improve channels of communication between the employee and her/his superiors,
- express herself/himself in a better way,
- increase motivation due to better communication and performance,
- manifest her/his powerful sides to be improved, and
- have guidance for career development.
Exact Definitions of Job Targets
If the commencement is half the accomplishment, clear and well-defined targets can be considered as half the commencement. Definite targets to be followed by plans to realize them are an indispensable part of continuous private or professional accomplishment. Otherwise life would be led by mere chance. In determining targets, it is of utmost importance not to confuse them with wishes or desires. If those happen to be realistic and relevant for a certain period, than we can talk about targets. Three questions can be asked in order to determine the targets:
1. What is the purpose?
2. What is the desired result?
3. What is to be done in order to achieve this result?
Key Points in Determining Targets
It is necessary to co-ordinate different targets. Paying attention to the four following issues can do this:
1. Financial targets,
2. Targets related to customer satisfaction.
3. Process development targets,
4. Personal improvement targets
FINANCIAL - Main Targets:
- Enhancing the market value of the company,
- Undertaking jobs to guarantee a 20 percent profit increase on a Dollar basis each year, and
- Planning and providing of financial resources to realize the desired development.
CUSTOMER - Main Targets:
- Maintaining the image of a respectable and trustworthy company,
- Providing the right service at the right time without sacrificing quality,
- Improving customer satisfaction by maintaining it, and
- Improving inner customer satisfaction.
JOB PROCESSES - Main Targets:
- Continue optimizing office automation and processes,
- Improve processes to minimize costs of inefficient quality within the frame of Quality Guarantee System, and
- Optimize Information Transfer Process (job following, administrative jobs, etc.) within the system.
LEARNING AND PERSONAL DEVELOPMENT - Main Targets
- Continue improving our machine park and technological capacity,
Create a work environment that is conducive to encourage professional development and personal talent; recognize the contribution and success of team members by promoting them; become the best employer to recruit the best leaders and employees to the company; and enhance employee devotion and improvement within company.
