Performance Management by HR

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Performance Management by HR
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Introduction
The performance management process is a critical aspect for the human resources
department and it is considered important by organization leadership. The leadership of an
organization is tasked with giving the directions of the process while the human resource and
line managers oversee the process while managers implement the outcome. The
performance management process integrates the aspects of planning, management, legal
and human resources. A successful performance management process identifies key
components and includes them into the whole process. These components include planning,
performance appraisals, appraisal schemes, performance improvement, feedback and reward
phases. These components outline the steps that are to be taken to achieve a sustainable
performance management system. The ultimate objectives of this process are to align the
performance of an individual employee with that of the organization (Selden and Sowa, 2011,
pp.255). The process should outline the goals, expectations, and priorities of the organization
and how these contribute to the strategic objectives of the organization. The process is
however subjective to each individual employee as they cannot all react to it in the same
manner. It is, therefore, necessary for the organization to factor in the individual perceptions
of the employee and incorporates this into the components for effective development of a
holistic performance management process.
Performance planning.
Performance planning is one of the key components of the performance management
process. It is the basis of the whole performance appraisals. This process is conducted by the
employee and the line manager at the beginning of the performance management process. In
the performance planning phase, the employee can formulate targets and the key

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performance areas (Aggarwal and Thakur, 2013, pp.620). One critical factor to consider
during this phase is the behavior exhibited by the employee. Behaviors are important as they
show how an employee goes about in doing a particular task. If the performance process is
developed and implemented in the right way, it can ensure that the employees change
behaviors and achieve results that will enable the organization to achieve its strategic
objectives. For example, if an organization wants to improve customer service and
engagement, the organization should include customer service expectation and reward in the
performance process and this will communicate to the workforce its importance and also
shape the perception of the employees towards the realization of this objective.
Performance appraisal.
Performance appraisal is another key component of the performance management
process. This component is designed solely to improve the performance of the employee. It
articulates the standards, values, and the culture the employees are expected to display in
line with meeting the requirements of their allocated tasks (Bednall, Sanders and Runhaar,
2014, pp.50). The information gathered from performance appraisals forms the basis for
recruitment exercise, training, and development of the existing workforce, and properly
managing and rewarding the team. The key objectives of the appraisal process are;
assessing the employees over a period of time, provide feedback to the employee based on
their performance, reduce the gap between actual and desired performance, identify the
strength and weakness of each individual employee, and offer clarity as to the responsibilities
and the expectations of the employee in the upcoming appraisal process (Spekle and
Verbeeten, 2014, pp.140). The performance appraisal process is expected to result in
improved performance of the workforce based on the strategic objectives of the organization.
However, if this component is not properly regulated it can result in certain errors. Some of