Abstract:
The objective of this research was to study and analyze the Performance Management System and its implications at UNDP. This research was aimed to identify the level of understanding employees have regarding the Performance Management System and their Level of satisfaction in terms of their Performance Evaluation, Appraisal and Feedback Process. The research is also aimed at identifying the loopholes in the existing performance management system and its deviation of implementation from the cited UNDP guidelines. Through the Questionnaire Survey we conducted, it was identified that employees feel more motivated and committed to their work if Performance Appraisals are done On-Time, adequate resources provided to the employees to achieve their goals, and if they are equally rewarded for their Performance.(Pay-for-Performance).
Our Study concludes that the employees at UNDP are not fully satisfied with their Performance Management System. They are of the view that UNDP do have a formal PMS in place but the system is not being implemented in the true spirit in which it is initially expected to be implemented. According to them, the current PMS is generic in its implementation. Good Performance is not rewarded equally, which really de-motivates the employees along with delayed Performance Reviews and no succession planning and no career progression in place. After analyzing the PMS, We provided some concrete recommendations to the UNDP to make certain amendments in their PMS and make it more effective and dependable for both the Organizations and its Employees.
