Importance of Human resource in Performance Management.
Following the invention of each product or service, there is human interaction with knowledge, efforts and working hours. Without the cooperation of any person, neither product or service can be delivered Human is a primary resource for making or building anything (Cenzo, Robbins and Coulter, 2015). Every organization wants to have skilled and qualified people to make their organization capable and beneficial, the organization used Performance evaluation to strengthen and motivated people to keep them align with objective (Dessler, 2015).
Performance Planning -
How HR involved in Performance Management.
Performance Planning -
As the preparation of first step objectives should be planned by targeting what the employees want to accomplish within a specific period. Employee goals should be associated and aligned with organizational goals specifically in the performance plan by providing greater possibilities of reaching the goal (Martocchio, 2017). This helps employees to understand how they need to allocate time and distribute efforts between special tasks and job engagements. After successfully implemented this stage, employee and managers should be thoroughly aware of the timeline, expected results, and how progress will be measured (Miller, 2018).
Performance Coaching -
The core objective of this step is to present regular performance feedback throughout the year providing guidance and support (Beardwell and Thompson, 2017). Employees will get guidance to remodel and adjust the performance that needed to more focused. Employees will have a different level of characteristics and may work on different tasks, be proficient in other skills, and need support from other fields. Consequently, managers need to understand the diverse needs of employees and guide them in a way that meets their individual needs. By arching this step employee will leverage their success (Sharma, 2019).
Performance Review -
With the help of HR procedures and measurement criteria employer will conduct a review and give the feedback. This should consist of deliberating employee strength, challenges and fields need focus for improvements (Gómez-Mejía, Balkin and Cardy 2017). Once discussed new strategies for further development can be regenerated, these new planes should follow the same process that has been implemented by HR as this will lead to a new start (Rothwell, 2013).
Benefits of Engaging HR to Performance management.
- Being a spokesman of employees and organization - HR will the spokesman between the organization and the employee when conducting and planning performance appraisals (Davis and Shannon, 2011).
- Resolving conflicts among employees - The employee will feel that they have been treated equally on the evaluation as the HR have been involved in the process(Simon, 2015).
- A performance review will follow a pre-aligned process - Evaluation process will have conducted according to a plan that has been created reviewed by an HR professional. This will minimize unwanted hassles need to go through by employee (Lockwood, 2007).
- Prevention and dealing with sexual harassment - As HR Involved there will be no sexual harassment been identified and can report directly to take actions against the appraiser (Kirkpatrick, 2006).
- The employee will have feedback agreement on the appraisal process - Employee will have a feedback form to fill the end of appraisal, this will help to identify there will be a fair process followed (Grote, 2011)
- Documentation and Data - Documentation of employee performance and conversations with the employee about the performance, whether a positive or negative document should be created and maintained (Mitchell and Gamlem, 2017).
Critical HR Role of A HR Manager in Performance Management
Video 1.0: What is HR Manager Role in Performance Management System | HR Crest(HR Crest, 2011)
Present performance management in the company I work in.
The organization which I work is a leading multinational company into the educational business. HR involvement in performance management aligns with more futuristic thinking of my organization. The performance work process is leading organizations by advancing corporate objectives through assuring employees should be motivated and improving themself through developing the knowledge, skills and abilities within the organization under the aligned method.
Finally, in conclusion, the employee will have more benefits and guidance on assign objectives due to the clear HR process and documents. Performance evaluation will be carried with a transparent manner that will include recognising the areas require to develop and approaches to fix them.
References
- Albrecht Simon L. (2015). Employee engagement, human resource management practices and competitive advantage. Bakker Arnold B (Ed). Journal of Organizational Effectiveness: People and Performance, 2 (1), pp.7–35. [Online]. Available at: doi:10.1108/JOEPP-08-2014-0042.
- Beardwell, J. and Thompson, A., 2017. Human Resource Management. 8th ed. New York: Pearson.
- Cenzo, D., Robbins, S. and Coulter, M., 2015. Fundamentals of Management. 11th ed. London: Pearson.
- Davis, A. and Shannon, J., 2011. The Definitive Guide to HR Communication: Engaging Employees in Benefits, Pay, and Performance. 1st ed. United States: PH Professional Business.
- Dessler, G., 2015. Fundamentals of Human Resource Management. 5th ed. London: Pearson.
- Gomez-Mejía, L., Balkin, D. and Cardy, R., 2017. Managing Human Resources. 8th ed. New York: Pearson.
- Grote, D., 2011. How to Be Good at Performance Appraisals: Simple, Effective, Done Right. 12th ed. Boston: Harvard Business Review Press.
- HRCrest(2011)Role Of HR In Performance Management; Critical HR Role Of A HR Manager |[online].available at:<https://www.youtube.com/watch?v=GJNpbbjoUVE>.[Accessed on 23 September 2019].
- Kirkpatrick, D., 2006. Improving Employee Performance Through Appraisal and Coaching. 2nd ed. United States: AMACOM.
- Lockwood, N. R. (2007). Leveraging Employee Engagement for Competitive Advantage : HR ’ s Strategic Role Research SHRM. In: 2007.
- Miller, T., 2018. The New World of Human Resources and Employment. 1st ed. New York: Business Expert Press.
- Mitchell, B. and Gamlem, C., 2017. The Big Book of HR, Revised and Updated Edition. 2nd ed. New Jersey: Career Press.
- Martocchio, J., 2017. Human Resource Management. 15th ed. New York: Pearson.
- Rothwell, W., 2013. Performance Consulting: Applying Performance Improvement in Human Resource Development. 1st ed. United States: Pfeiffer.
- Sharma, R., 2019. Human Resource Management for Organizational Sustainability. 1st ed. New York: Business Expert Press.
Agreed with the article sahan, Where Successful human resources team in the organization know how to retain a talented and productive employee with the organization. Winning organizations get their competitive edge from the performance management system that helps them hire talented people and place them in a correct position while aline their individual performance with organizations common goal (McMahon,2013). When HR is developing a performance appraisal it should aline with the organization culture where the ultimate desired outcomes toward which effort is directed.
ReplyDeleteAgreed on cultural aliment. Add on to the comment considerable part of working in the human resources department is standardizing performance management. Creating a space where you and your employees can do great work and do your best is not easy, but with the right strategy, you can make it work (Bhattacharyya, 2011).
DeleteAgree with you that HR play a major role in employee performance According to academic study on business Strategy it is been proven the Human resources contributes a major part in an organizations competitive edge and the Using resource-based view and creating organizational view the employee’s performance and competitive edge will not be able to imitated (Barney, 1986).
ReplyDeleteAdding more to your comment, Building the foundation in most companies, the human resources department must develop, implement, and monitor the key bones of any good assessment process.By bench-marking industry trends and regulations and company historical data, the Human Resources department recommends ideal performance management processes and regulations and then communicates these processes and regulations to other parts of the organization. During the evaluation cycle, the human resources department should continuously monitor completion rates, scores, and status reports to determine if the entire process is proceeding as planned (Smith, 2009).
Deleteagreed & good comment for when Performance Planning , as per (Martocchio, 2017)As the preparation of first step objectives should be planned by targeting what the employees want to accomplish within a specific period. Employee goals should be associated and aligned with organizational goals specifically in the performance plan by providing greater possibilities of reaching the goal .and also better to consider Performance monitoring is a process in which the supervisor ensures that the employee progresses towards the goals and goals set during the setting of goals (Martinez,2013)
ReplyDeleteAdding to the Comment, The most critical part is with the development of modern workplaces, with the rapid development of new technologies and increasing complexity, organizations need to work harder than ever to achieve associations. A performance management system is a powerful tool that ensures that employees' goals are aligned with the organization's vision and that everyone is working to accomplish the same business mission (Falcone, 2017).
DeleteAgreed with you, Human resource personnel are responsible for ensuring the non-discriminatory execution of performance reviews. This can be done by calculating the percentage of employees receiving top rankings by gender, age and any other criteria that are applicable. In a fair work climate, the proportion of top employees across demographic groups will be relatively equal. (Bell, 2017)
ReplyDeleteTo conduct an impartial and honest evaluation of an employee, you must let them know your expectations. An employee is judged to be unfair to her based on outdated or ambiguous criteria. Besides, job descriptions and priorities change over time. Depending on your operational requirements two years ago, employees may be doing great jobs, but they should judge based on current job requirements. To avoid confusion, morale, and waste of time, keep job descriptions up-to-date and provide them when the change comes (Russell and Russell, 2012).
DeleteHi Sahan. Agree with your key points.
ReplyDeletePresently, organizations are faced with new competitive conditions, and have to cope with dynamic environments, which lead them to the era of continuous improvement, value-addedness, doing more with less, and productivity. These developments have brought performance management to center stage. Accordingly, organizations are beginning to implement performance management that reflects the new shape of the organization and its emphasis on integration of work, multidimensional influence, and flexible jobs (Mohrman & Cohen, 1995).
You clearly mentioned how to mitigate above issue by providing the roles in performance management in your post.
Hi Sahan , HR-performance management aims at developing potential capabilities of human resource. The performance management must be in line with the company's long-term policies (Kandula, 2006). Performance management involves managing employee efforts, based on measured performance outcomes. Therefore, determining what constitutes good performance and how the different aspects of high performance can be measured is critical to the design of an effective performance management process. And performance management effectiveness increases when there is ongoing feedback, behavior-based measures are used and preset goals and trained raters are employed (Lawler, 2003).
ReplyDelete