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Hr performance management


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hr performance management

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Hr performance management

  1. 1. HR performance managementHuman Resources is responsible for initiating the performance appraisal process forthe department to assess the performance of its staff. On top of it, Human Resourcesis tasked to design and develop the Performance Management System.Human Resources would need to know the business for its critical success factors.Human Resources plays the role of business partner of the company. The keyperformance indicators (KPIs) shall derive from the business indicators. Theseindicators can be tangible or intangible. From the companywide KPIs, departmentwould then establish its department KPIs. Most of us would be able to establish thislevel of KPIs as Human Resources would arrange workshop to ensure eachdepartment understand and acquire the "How-To" in setting KPIs, namely Finance /cost KPIs, Quality KPIs, Customer Satisfaction KPIs, employees learning KPIs andfacilities/environment KPIs. Human Resourc would collate all these information andmonitoring the progress from quarterly, half-yearly to annual.Human Resources also need to design and develop a reward system when thedepartment KPIs are achieved. Prior to this reward system development, theperformance appraisal for individuals, that is for managers, executives and operatives.Each level would require different KPIs. From the KPIs, the special payment, ex-gratia payment, bonus payment and non-monetary rewards such as holiday trip,special celebration, recognition for department or team as well as individual would betaken into consideration for the design and development of the rewards system.Human Resources is to align the Reward System to Performance Management Systemwith KPIs.Human Resources has to further assess the competency of the employees. Likewise,Human Resources would need to ensure the alignment of the company core learningcapabilities with the individual competency. The resulting gap is the learning gap tobe close through appropriate media, be it online learning, mentoring, coaching, self-development or attending course, workshop and seminars.Performance Appraisal is the process to establish the competency and the learning gapin addition to reward system. Performance increment would depend on theperformance appraisal input for the department and the management for decisionmaking. Human Resources would craft the notice and letter to communicate to theemployees. This is also an important issue. Human Resources is the corporatecommunicator and is responsible for employees communication.To be a Choiced Employer, the initiatives of program fall on Human Resources. : Over 200 ebooks, templates, forms forperformance appraisal.