Performance Management for HR

PERFORMANCE MANAGEMENT FOR HR 0
Performance management for HR
System04116
5/2/2019

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This essay discusses about the performance management system of HR. Performance
management is the continuous communication process between an employee and supervisors
that occurs throughout the year with the purpose of accomplishing the strategic goals of the
organization. It creates an environment of work or setting in which individuals are competent to
perform or work to the greatest of their capabilities (Deb, 2009). In this essay, the process of
performance management system will be discussed that helps to identify the performance of
employees within the organization and manage those performances to achieve the goals. the
process consists of evaluating present performance appraisal procedure, recognize organizational
objectives, fix expectations of performance, checking and developing performance all over the
year, evaluation of performance and fixing of new outlooks of performance for next year.
Furthermore, the components of an effective performance management system is identified and
discussed. The components such as; planning of performance, continuous performance
communication, gathering of data, documentation, observation, meetings for performance
appraisal, diagnosis and coaching for performance. All these will be discussed or analyzed
further.
Performance management is the process of making and setting the environment for work in
which employees of an organization can perform or work to the greatest of their competences.
Performance management is a complete work system which begins when a job is defined as
required. It ends at the time people leave company (Vitez, 2019). It provides feedback,
documentation and accountability for performance results. It assists people or employees of an
organization to channel their talents towards the goals of an organization (Cardy, 2015).
The performance management process followed to identify the performance of the teams within
the organization. The first step is to defining the objectives or purpose clearly for current
employees in order to make connect all the teams to achieve the target of the company. The
second step is to planning for performance which includes following attributes such as results,
behaviors and development plan. The third step is to execute the performance because the
complete exercise of creating management of performance systems and making up standards will
rely on it. The fourth step is to measure the performance of both employee and the organization
against their goals. The process comprise to extent of targets of employees, behaviors or attitude
and achievements during the cycle of performance appraisal. The fifth step is review the

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performance where the managers and employees exchange feedbacks of performance and review
performances against given objectives or goals to the employees (Debrincat, 2014). They also
discuss about the development or growth plans, training to workforces for improving the skills
and understanding, also improve the next year targets and goals and expectations of the
organization’s manager and employees both. The last step is to renew and reconstruct the
performance in such as way it should be align with the next year organization’s goals, mission,
and objectives and connect with the department goals. it is important as the external environment
of the organization like customers, markets, suppliers, competitors etc. are also revolved and all
these subsequent variations has to perquisites for the planning of performance and setting with
organization’s strategic objectives (Cundle, 2019).
The different method is used to measure the performance within the organization such as
employee performance standard, management by objective, graphic ranking scales and forced
rating of employees. An employee performance standards; the measurement of performance of
employee determined the compensation, opportunities for advancement or status of employee.
For this reason, programs for performance management comprise of methods which assist
accurate and fair performance assessment of employee (Islami, Et al, 2018). To help with
measuring the performance of employee, organizations create standards of performance. It
outlines what it takes for workforces to enhance the expectations of performance of company.
The graphic rating scale; it is perfect for production based work environments and for other
organization which move at a fast pace. These graphic ranking scales comprise of the list of
responsibilities of job, principles of performance and the scale which mostly from 1-5 for rating
the performance of person. This technique for measure of performance of workforce needs
preparations but it can be completely rapidly. Management by objectives; it is beneficial for
measure the employee’s performance in supervisory and managerial positions (Mayhew, 2019).
It begins with identifying goals of the employees and at this phase the employee and their
managers list necessary means to attain the objectives. During the period of evaluation, an
employee and a manager meet from time to time and quarterly is better to discuss the progress of
an employee and to reorganize aim for that the employee requires extra resources and time to
accomplish. The performance of the employee is evaluated by how many goals of them they
completed within the time frame designed. Employee’s Forced ranking; it measure the
performance of employee against those of employee’s peers in place of comparing the present