Human resource assignment, due 9/18

Part 1: initial post(200-250 words)

Assignment: Write a response to this topic: Describe the concept of performance management in HR area.

Part 2: reply to posts (50-75 words)

Other’s post:

Performance management is the regulation of the accomplishments and failures of a company’s employees. Performance management is very important because it shows that the manager and employee are on the same team to help the company succeed. Performance management is beneficial to the employee for a couple of reasons. One reason is they don’t have to guess how they are doing. Employees want to do well at their job and if no one tells them, how can they change their behavior? For example, last year I had stopped checking my work email as frequently as I should and there was tasks that I ended up missing. My boss was very unhappy with my lack of attentiveness. She sat down with me and calmly asked what happened? Why did I not respond? I didn’t have an excuse and she said I need to get better at it. If she hadn’t expressed this to me, I might have ignored my emails again, not knowing the harm it caused. Ever since then, I check my work email twice a day. Even if I cannot complete a task right away, I acknowledge her, holding myself accountable and setting a date for it to be done. I felt like she gave me a chance to correct my wrongs and I’m so appreciative. I saw the power of performance management firsthand. The second reason is they feel appreciated because the boss validates their work ethic and encourages future goals. Performance management is good for the boss as well. They help in retaining good employees when they show their appreciation through affirmations, which is best for the company’s pockets. It also allows the boss an opportunity to forge a connection with their employees. Performance management is furthering the conversation between boss and employee to strengthen good habits and squelch bad ones.

Write your reply:

The concept of performance management is a good one, however, it has many limitations. Specifically, performance management is a tool used in the methodology of ensuring an organizations goals are met. All organizations have specific results that need to be efficiently accomplished by every department to be effective. Because all companies are different each must establish Key Productivity Indicators (KPI’s) to measure or judge the performance or output of the organization and their employees. These KPI’s will vary by company, department, employee, leadership, management, and employee.

One of the challenges with performance management is that most employees are not familiar with what performance management really is. The vast majority of employees outside of HR believe that performance management is synonymous with appraisals. Most appraisals are used to justify pay increases or to document and substantiate poor job performance. In reality performance management helps both managers and subordinates identify individual as well as departmental responsibilities that contribute to unit and company goals.

Performance management is also a very powerful coaching tool. It should be used to reflect on previous performance and acknowledge things well done, as well as behaviors that should continue. In addition, it can be used to identify areas of development and what can and should be done to achieve that development. These things should be well documented and discussed in detail with the employee. If they are to be held accountable to specific KPI’s or standards, it is best that they are involved in the process as much as possible in setting the criteria. This will allow for greater buy in from the employee and allow for maximum success. Performance management is an ongoing, living process that helps guide employers, managers, and employees in reaching company goals.

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