Performance Management – The Most Critical Aspect Of Any Meaningful Hr Strategy

Understanding Performance Management As A Process

For most people, performance management is just a fancy term used for defining the various ways in which managers perform performance appraisals of the employees. However, in addition to the various appraisal related activities, the process of performance management also comprises of other aspects related to the employees, which can influence organizational growth and profitability. These primarily include development of skills and abilities that the employees might be lacking and which are essential for effective performance of their roles and responsibilities. It also involves addressing the complaints and grudges that the employees might have against the organization or even against their peers and managers.

Guidelines To Create A Successful Performance Management Strategy

According to the experts from leading performance management consultant firms, it is important for organizations to shift their reliance on completely automated systems. Rather than considering it as a one-time event, it is essential to think of it as a continuous process which needs to be modified and updated as per the changing organizational needs. Discussed below are some useful guidelines that can help HR professionals to create a successful strategy for appropriate performance management.

· They should make sure that the performance management system created for the organization takes into account the links between individuals and their teams to the overall objectives of the company. This will help each employee to have a clear understanding of what exactly is expected of them in the process of organizational goal fulfilment.

· The HR managers should make sure that every single employee is fully aware of the different aspects and parameters of the performance management system. They should offer the employees enough opportunity to ask questions and seek meaningful answers about the working of the system and how it will affect them.

· It is the responsibility of the HR professionals to ensure that all the managers, from the topmost levels to the first line are held responsible for using the system in faithful and integrated manner. The lack of such accountability will render the system completely inefficient and will also lead the employees to lose trust in their managers as well as the HR professionals.

· The managers should have a clear understanding about using the system for both managing good performance as well as poor performance of the employees. They should be able to access the data to not only pin point the strengths and abilities of the employees but also the areas that need to improved and developed for enhanced performance and efficiency.

· The HR professionals should have the flexibility to negotiate the performance goals and targets with the employees and the managers across all levels within the organization. This will help in ensuring greater effectiveness of the system while also creating individual performance metrics which are both realistic and achievable.

· Finally, it is essential for the HR professionals to consider other aspects of employee performance that might be impossible to measure using the system. This is essential to prevent the chances of disappointment and breakdown of trust amongst the most deserving employees simply due to a system error.