Importance of Human resource in Performance Management
Human resources department represent the employees under direct control of the company. HR is mainly focused on accelerating employee performance to achieve the employer's strategic objectives (Garengo, et al., 2022). HR departments is able to provide assistance to department heads and supervisors have constructive conversations with employees regarding their performance.
How HR involved in Performance Management
- Set performance expectations
In this stage HR department set the goal to employees in-line with the organization goals. This goals are time bounded and attainable goals according the employees role in the organization. HR is concern in setting SMART (Specific, Measurable, Achievable, Relevant, Time bound) objectives when planning for the performance of employees (Mark, 2021). Setting goals to employees may support them to plan their time in accurate way
- Monitor and Development
This stage makes sure whether employees can manage their goals. If there any concerns from employees then HR has to do the needful to offer extra support, training or coaching. It is vital to provide adequate guidance from the leaders to employees to attain their goals (Sharma, 2019).
- Evaluate Performance
Review and give the feedback is the most important role of the HR. This should contain of considering strengths of the employees, challenges and identify the areas which should be improved (Gomez-Mejía, et al., 2017).
- Set New Performance Expectations
After evaluating the last year goals, next stage is to set the goals for upcoming year. Use reward mechanism to motivate the employees and set the next year goals (Mark, 2021).
Benefits of Engaging HR to Performance Management
- Communication point: HR will the spokesman between the organization and the employee when conducting and planning performance appraisals ( Garengo, et al., 2022).
- Conflict Management: HR is more concern on equity and they always involve in conflict solving. Conflict may occur between peers or supervisor while they engage in day to day operations. In this situation HR act as role to dissolve these conflict and come to a win-win situation ( Tweedie, et al., 2018).
- Performance Review: Evaluation process will have conducted according to the previously set goals. In this process rewards and demote may occur based on the employee’s performance. ( Tweedie, et al., 2018).
- Avoid sexual harassment: HR is mainly concerns on working culture of the organization and they will make sure there is no sexual harassment in the premises. Employees can directly update HR regarding these incidents (Kirkpatrick, 2006).
- Documentation and Data: Documentation of employee performance and conversations with the employee about the performance, whether a positive or negative document should be created and maintained ( Garengo, et al., 2022).
Source: Kirkpatrick, D., (2006)
References
- Garengo, P., Sardi, A. & Nudu, S. S., 2022. Human resource management (HRM) in the performance measurement and management (PMM). Emerald Insght, 71(7).
- Sha, N. & Mannu, M. R., 2019. Role of an Hr in Improving the Employee’s Performance and Commitment Towards the Organization - International Journal of Engineering and Advanced Technology (IJEAT). ResearchGate, 5(4).
- Tweedie, D., Wild, D. & Rhodes, C., 2018. How Does Performance Management Affect Workers? Beyond Human Resource Management and Its Critique. International Journal of Management , 21(1), pp. 30-45.
- Garengo, P., Sardi, A. & Nudurupati , S. S., 2022. Human resource management (HRM) in the performance measurement and management (PMM) domain: a bibliometric review. Emerald Insight, 71(7).
- Gomez-Mejía, L., BalkinX, D. & Cardy, R., 2017. Managing Human Resources. 8th ed. ed. New Yor: : Pearson.
- Kirkpatrick, D., 2006. Improving Employee Performance Through Appraisal and Coaching. 2nd ed ed. United States:: AMACOM.
- Mark, 2021. What role does HR play in performance management?, UK: petaurumsolutions.
- Sharma, R., 2019. Human Resource Management for Organizational Sustainability.. 1 ed. New York: Business Expert Press.
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