Effective Human Resource Department: Characteristics
Performance managment aimPerformance management means the goal of reward programs are to attract, motivate people and it is essential for the company to clearly identify the performance and competency levels required of their employees in different roles at different levels.
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Performance managment aimPerformance management means the goal of reward programs are to attract, motivate people and it is essential for the company to clearly identify the performance and competency levels required of their employees in different roles at different levels. The company will then evaluate, differentiate and reward the employees in a fair and consistent way. Performance management is one of the most important functions in human resource management. It is also an important tool to link individual objectives with departmental targets. It is a part of a comprehensive human resource management strategy. It needs to let objectives into practical and realistic performance goals at each level of the company. It provides employees clear aims and forms on job expectation motivates employees to perform better, helps focus on the desired results, improves communication, helps develop employees, capabilities and helps achieve organizational objectives.It's elements include: planning means agreement on performance goals and targets, based on job descriptions and business objectives, goals and targets have to be specific to clear, measurable, specify quantity, quality, time, money etc, achievable to solve challenges, but within each of competent and committed person, relevant to the company's objectives. So, that the individual's goals can contribute towards the company's objective, monitoring and coaching means on ongoing nd continious process, monitor performance against agreed goals and targets, provide direction/ support and feedback on how well people are doing, recognize and reinforce desirable behaviours, coach and help solve diffculties in achieving desirable performance, identify problem at early stge, take corrective action in a timely manner.Then, performance review or appraisal meeting means that it is a formal review on the individual's performance, it is usually done once or twice a year to review, monitor and employees for promotion, help identify the training and development needs of employees, achieve a better two way communication between the line manager and the employee with regards to performance.Next, preparation for the appraisal meeting, it is necessary to keep a record of the individual's performance and achievement with gives support to rating, allow sufficient time for preparation on, what performance problems are to be mentioned, views on the possible reasons for success or failure, any suggestions to solve the problem, give sufficient notice to employee regarding the meeting and respect employee to have a self-appraisal before the meeting they they can identify their own achievements and problems. Finally preparation of the appraisal form, it should be as simple and brief as possible and allow sufficient time for comments, terms should be easily understood, with some notes for guidance, information to collect on the form includes: Key result areas, agreed objectives/targets, assessment of performance against the key result aras details of the development plan to improve performance.What are the development activities participated for current appraisal period mean? Review the development activities are participated by the employee for the past appraisal period and to agree on a development plan for the coming appraisal period. Management coaching for performance means that managers and supervisors have an important role to play in performance management, which is to provide feedback and coaching on employee's performance when necessary, coaching is a process that helps the employee gain how to win overcome barriers to improve job performance on a as need basis, when training uses a structured design to provide the employees with the knowledge and skills to perform a task.