Compensation and Benefits Practices Employee Conduct/Behavior Hiring and Employment Practices Human Resources Careers Human Resources Information Systems Labor Relations - Unions Legal Aspects - Employment Law Performance Management Training & Development
Compensation and Benefits Practices Employee Conduct/Behavior Hiring and Employment Practices Human Resources Careers Human Resources Information Systems Labor Relations - Unions Legal Aspects - Employment Law Performance Management Training & Development

Performance Management

Guide

New trends for human resources and performance management keeps emerging, making it difficult for human resource managers to manage and encourage employees. That said, you must understand what is effective performance management to improve your workers’ productivity.

Performance management is an organization’s way of improving workers’ performance by continuously setting goals aligned with its strategies to achieve set objectives. Human resource managers must set company goals and relate well with employees to improve productivity.

Hr employee performance management process

In the past, organizations used to set objectives every year. But with the changing technology, things have become a little different. Most organizations review their goals every three months and make necessary changes if need be. For successful performance management, hr professionals should follow the process below;

  1. Set goals: This is an essential aspect of effective performance management. Employees need to understand your set goals and how they impact the organization. That way, they will be more focused and engaged in their work.
  2. Open communication: A good hr performance management should involve communication and transparency even when an organization is going through hard times. Open communication makes employees have a sense of belonging and trust.
  3. Employee recognition: Recognizing and appreciating employees for a job well done contributes positively to their performance. It also reduces turnover. Also, providing feedback on their performance gives room for them to excel and improve.
  4. Employee development: Employees choose an organization because they see an opportunity for growth. Encourage your employees to practice their acquired skills because skilled employees are a company’s asset.

The role of hr in performance management is significant to any organization. Ensure your hr managers are well educated and skilled enough to train fellow managers on handling arising organizational disputes. Also, consider your employee’s emotions while solving any disputes by being discrete.

It will suit an organization’s interest to have a performance management system. This way, employees can have a clear understanding of what the hr department expects from them. Hr performance management system allows the hr to reinforce employee duties while making the employees accountable for their individual performance.

To have a view of your employees’ performance, consider setting hr performance goals.  While it sets an organizational objective for future achievement, it also helps the hr managers in employee evaluation. Some of these goals include job evaluation, project, behavioral, and stretch goals. The hr managers should ensure that these performance goals are;

  • Specific
  • Measurable
  • Attainable
  • Relevant, and
  • Time-bound

Performance management tradition in organizations is still one of the ways for measuring employee performance. Stay abreast with the changing trends so that your employees will have no reason to leave. Using a performance management tool or software also eases your duties in data analysis showing how employees are positively impacting your organization.

Lastly, performance management involves the employer and employee relationship. You should have a performance management system that aids in healthy communication. Also, remember to provide feedback on employee performance for a healthy and stress-free working environment.

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