Performance Management System for HR Managers

This assignment discusses the role of performance management in human resource management, highlighting the challenges faced by organizations and the importance of implementing a robust system. The paper emphasizes the need for HR managers to take primary responsibility for managing discourses within the organization, improving performance through various tools and techniques, and tracking employee progress. It also stresses the significance of top-level managers' positive role in enhancing employee performance and rewards. The assignment concludes by highlighting the benefits of a well-implemented performance management system for both organizations and employees.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author Note

1HUMAN RESOURCE MANAGEMENT
Human resource management has been considered to be one of the most significant
things in the running of a successful organization. The 21st century organizations depend a lot on
the ways their human resource management can work. They will have to measure the risks that
are there in the organizations and take actions accordingly. However, the performance
management system is very important aspect in the activities of the human resource management
system. The performance management system has to work properly (Van Dooren, Bouckaert and
Halligan 2015). The higher level managers decide what kind of things have to be achieved by the
employees and what their target in the long-term plan is. The organizational objectives will have
to be achieved by the individual skills of the employees. This is why the individual employees
need to go through proper training and improve their level of performance to gain their
objectives. Some serious issues and challenges have been faced by the performance management
system of late (Van Dooren, Bouckaert and Halligan 2015).
The first challenge that is faced when implementing the performance management system
in the organizations is the lack of commitment from the leaders or the higher level managers.
These managers are only focused on achieving the chief objectives of the organization
(Buckingham and Goodall 2015). If the top level managers do not appreciate the efforts of the
employees, they will feel very much discouraged and this will be a great challenge for the
employee retention for the organizations. It is very important that the leaders should provide the
proper support to the employees. Only then the employees will show the motivation to meet the
organizational objectives. As performance management is a very serious issue in the human
resource management, it is up to the managers how they will implement the performance
management system in the organizations (Buckingham and Goodall 2015) They will have to
implement these systems with much efficiency and activeness. The performance management

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system is indeed very important and integral section in the human resource management system
(Cascio 2018). The top level managers always decide the strategies by which organizations can
expand and touch the new horizons of success. This is why they have to implement such
strategies that could be helpful for all the employees. Their main intention is to make the
employees perform better and achieve new heights indeed. They have to measure the risks and
employ the performance measures that could help the organizations (Kearney 2018). The
managers have to be innovative and provide new innovative ideas to the employees for
betterment in their performance. They have to monitor the performance of the employees and
provide them with the measures that should be taken so the organizational objectives can be met
by the employees. The leaders should also introduce the reward and recognition so that the
employees feel motivated to increase their performance level. The teams that are working in the
organizations should always be proactive and supply the proper measures for the betterment of
the performance. If the individual employees are not performing properly, they should be called
in by the higher level managers and their problems and issues can be asked (Anitha 2014) The
managers can suggest the employees with some ways by which the employees can improve their
performance level. It can be expected that the employees can manage their performance level by
the rewards and recognitions. This is how the motivation from the higher level management can
effect in positive ways (Shields et al. 2015).
Another important challenge in the performance management system is the choosing the
wrong design about the performance management system. The tools that are used for the
betterment of the performance management of the employees are different for the different
industries and vary from one organization to another. It is very important to identify the risks that
the particular organization is facing. Then they can go on to find the performance management

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tools that could be applied to that specific organization. It has been seen in some cases that the
proper performance management tools are not used so the organizations have not achieved their
targets and objectives. It can be one system that had been applied in one organization earlier and
it has been used again in another organization probably from the same industry. this designed
system can be implemented in this particular organization but the effect has not been that much
positive as was in the earlier organization (Rasula, Vuksic and Stemberger 2012). This is the
position when the organizations will have to think out of a different management system. It can
be recommended that the organizations and their managers should consult with all the internal
and external stakeholders indeed. This will lead to the better understanding of the matters by the
teams and the management. If the stakeholders are consulted, it will probably lead the managers
to convey the suggestions provided by them only (Parmenter 2015). It is very necessary to
provide the customers with the better services all the time. The managers will have to see to the
KPI or the key performance indicators of the employees. If the managers find any deterioration
in the performance of the employees, they can try some other means to improve his performance.
One of the most important things in order to be successful in this performance management
system is the trust of the users. If the users have full trust on the organizations, they will surely
take the service from the organizations. The different designs should be applied one by one and
they should have a close look on the particular design that should fit them the best (Karatepe
2013). The organizations can only implement that performance management design on a long-
term basis. The organizations should always implement the best options of performance
management tools that are better for them. This will surely enhance their performance level
indeed.

4HUMAN RESOURCE MANAGEMENT
The third significant challenge in the performance management system is the monitoring
the entire process and keeping the track for the enhancement of the performance for the
employees and managers as well. The top level managers and the leaders should always provide
the employees their feedback. This will help the employees understand in which sections they
are lacking. Thus the employees will surely try to upgrade their performance. The managers
should be at the centre of all the activities. Thus they can address all the situations positively.
The managers should always keep a proper track of whatever is happening around them. Thus
they can be able to decide what mitigation strategies they can implement if there are serious risks
(Neves and Eisenberger 2012). The only purpose of the employees is to meet the objectives of
the organization. They can try all the options to achieve them. They can try all the remedies that
can be applied in order to mitigate the risks. If the organizational objectives are not met they can
surely try out some ways by which the objectives can be met. They have to make some strategies
that could be helpful to make the employees aware of their duties. They can address the HR
managers to share the feedbacks from the employees. The HR department will have to take some
serious actions in implementing the changes properly. The changes can take place only if the HR
managers take up the primary responsibilities and perform their job roles properly. The HR
department will have to provide the proper overview information to the higher level managers so
they can take the proper actions against it. They can make use of the spreadsheets, sending
emails to the clients, wanting their positive feedbacks and many more (Celuch, Robinson and
Walsh 2015). This will surely be very helpful for the managers indeed. The monitoring work will
be a continuous one. All the information should be shared by the HR department via emails and
excel sheets. The increase in the performance level should be rewarded by the managers through
monetary value of the gift vouchers. The judgments should be made properly and by consulting

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with all the seniors. Thus the organization can benefit from the tracking and monitoring of the
performance levels. The progress in the performance management can be accessed by the profits
made by the organizations. Thus the organization can succeed in achieving its objectives indeed.
The employees will also have to contribute their best efforts for this cause effectively (Daley
2012).
This paper can be concluded by saying that the performance management is one of the
most important components of the human resource management. The HR managers will have to
manage all the discourses in the organization and aim for improving the performance of the
organizations. The challenges that have been faced by the organizations should be tackled by the
HR managers positively. This will involve the implementation of the various performance
management tools, the positive role played by the top level managers and the keeping a track on
the enhancement of the performance for the employees. Thus the performance management
system can be made better.

6HUMAN RESOURCE MANAGEMENT
References
Anitha, J., 2014. Determinants of employee engagement and their impact on employee
performance. International journal of productivity and performance management, 63(3), p.308.
Buckingham, M. and Goodall, A., 2015. Reinventing performance management. Harvard
Business Review, 93(4), pp.40-50.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Celuch, K., Robinson, N.M. and Walsh, A.M., 2015. A framework for encouraging retail
customer feedback. Journal of Services Marketing, 29(4), pp.280-292.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Karatepe, O.M., 2013. High-performance work practices and hotel employee performance: The
mediation of work engagement. International Journal of Hospitality Management, 32, pp.132-
140.
Kearney, R., 2018. Public sector performance: management, motivation, and measurement.
Routledge.
Neves, P. and Eisenberger, R., 2012. Management communication and employee performance:
The contribution of perceived organizational support. Human Performance, 25(5), pp.452-464.
Parmenter, D., 2015. Key performance indicators: developing, implementing, and using winning
KPIs. John Wiley & Sons.

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Rasula, J., Vuksic, V.B. and Stemberger, M.I., 2012. The impact of knowledge management on
organisational performance. Economic and Business Review for Central and South-Eastern
Europe, 14(2), p.147.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns,
R., O'Leary, P., Robinson, J. and Plimmer, G., 2015. Managing Employee Performance &
Reward: Concepts, Practices, Strategies. Cambridge University Press.
Van Dooren, W., Bouckaert, G. and Halligan, J., 2015. Performance management in the public
sector. Routledge.