MN7181 PEOPLE AND ORGANIZATION- PERFORMANCE
PERFORMANCE IN HRM
HRM
is becoming a highly competitive department of the entire organization regardless
of its size or nature. Throughout history the human element has passed number
of stages in the political and corporate arena. When an organization is in need
of achieving a set of objectives it is unavoidably the people who make it or
not. HR department is the key in supplying the talents, resources etc… and
providing training, development, motivation etc… to achieve the organizational
objectives. Hence it is the HRM is a core of making it happens. It is apparent
that the recent revolutionary changes in the concept of HRM have further
extended and expanded to SHRM where it talks about strategy part. SHRM deals
with top management and is sitting with the board of management to argue with
the implication of HR functions in achieving organizational corporate goals as
a whole.
A
more often repeated word in the organizations is “performance”. It is the term
related with not only sales or marketing but also to the entire organization invariably
HRM with the recent trends and some crucial development in the field. Corporates
tend to talk about the performance from HRM perspective in the recent past.
SHRM is such a remarkable rise in this holistic view.
According
to Amstrong (2017 p.392) behaviors leads to result is performance. Performance
is the outcome of all human and non-human resources. So, performance is the
total game of the organization, which is further reinforced by every type of
resources, particularly the human resource. When it comes to non -human
resources it has to be maintained and upgraded. But the human resources should
be managed. So it is performance management.
Performance Management is used to ensure that
employees' activities and outcomes are congruent with the organisation's
objectives and entails specifying those activities and outcomes that will
result in the firm successfully implementing the strategy (Noe et al. 2000,
p.55).
An effective
Performance Management process establishes the groundwork for excellence by:
- Linking
individual employee objectives with the organisation's mission and
strategic plans. The employee has a clear concept on how they contribute
to the achievement the overall business objective,
- Focusing
on setting clear performance objectives and expectations through
the use of results, actions and behaviours,
- Defining
clear development plans as part of the process, and
- Conducting
regular discussions throughout the performance cycle which include such
things as coaching, mentoring, feedback and assessment.
Performance management is the continuing
process of communication between managers and employees, with the mutual goal
of accomplishing the strategic goals of the company. It is the foundation for
employee performance and engagement in any organization that wants its
employees to reach their maximum potential and boost their productivity and
success (Gal Rimon, 2017)
Steps to HR performance
management
1) Performance Planning
Preparing
in advance is crucial. The first step is establishing goals and objectives,
which will be the target employees want to reach and will mark the desired
state they wish to arrive to. Each individual’s goal should support and be
aligned with organizational goals, and the more detailed the performance
planning is, the better chances are for the goals to be achieved.
2)
Performance Coaching
The
core purpose of this step is to provide regular feedback on performance during
the whole year, and at the same time providing direction and support, and
coaching employees to modify performance and increase exercise where necessary
3)
Performance Review
Here
employees receive feedback. Feedback should include both recognition of the
employee’s strengths and discussion about the challenges that require
improvement and more coaching. After that being done, new plans for further
development can be built. Those plans should as well be clear and measurable,
and they in fact represent the beginning of the whole process again.
As a conclusion in simple words;
Performance
management is a corporate management tool that helps managers monitor and
evaluate employees' work. Performance management's goal is to create an
environment where people can perform to the best of their abilities to produce
the highest-quality work most efficiently and effectively (Carla Tardi, 2019).
REFERENCES
Good article, culture is directly affected for performance management.
ReplyDeleteThanks Dhaupadhi.
ReplyDeleteThis felt very genuine, open, and thought out. Thank you for sharing your story and knowledge in a very human way.
ReplyDeleteGood article. Nicely explained.
ReplyDelete