HUMAN RESOURCE MANAGEMENT

Performance Management in Human Resource Management



Abstract

In this study we try to explore the concept of “Human Resource Management” in a holistic context. The main focus of the research is on “Human Resource Management” and its relation with “Performance Management”. The research also analyzes many aspects of “Human Resource Management” and tries to gauge its effect on “Performance Management”. Finally the research describes various factors which are responsible for “Human Resource Management” and tries to describe the overall effect of “Human Resource Management” on “Performance Management”.

Performance Management in Human Resource Management

Introduction

Performance management is one of the important fields of Human Resource Management. It is a system from which employer and employees can systematically monitor and evaluate the objectives of an employee's work and its overall contribution to the organization. This system goes far beyond the normal annual performance appraisal: Performance management is an ongoing system to set goals, progress and support (coaching) and feedback to ensure that employees achieve their goals, especially in view of their career. The primary purpose of performance management is to develop and improve the effectiveness of an employee. (Geary & Alan, 1995) Before the development of an effective performance management, an employer should first check whether in his organization have already HR management practices, performance management system, including support for: • job descriptions detailed and well written • effective monitoring • comprehensive orientation and training of staff • environment of cooperation and effective

An effective performance management

The jobs in question will be cut and a wide range of jobs in the organization to protect; respect, the strategic direction and culture of the organization, be realistic and easy to understand and use develop an accurate picture of the performance of each employee; include a collaborative system for setting targets and performance evaluation, based on negotiation between the employee and the employer, monitor and measure the results (what) and behavior (as) and includes a effective feedback for work well done, and constructive feedback where improvement is needed, offer opportunities for training and development to improve performance, ensure that the work of the staff plans to support the strategic direction of the organization, facilitate good communication among subordinates, so that employees clearly understand what is expected of them, offer constructive feedback on the performance, reporting to and recognize the achievements of staff, identified areas in which poor performance is provided, and intends to establish in order to improve performance, support staff, so they complete their work and achieve their career goals, identifying their needs for training and development opportunities that support managerial decisions on promotion, dismissal, compensation and rewards; Provide legal documentation of due diligence in legal challenges in connection with the transfer and agents (employers liable for acts and omissions of its employees as part of their jobs) to determine.

The CEO and other executives should be concerned for the development of effective performance management system. When an organization develops a new performance management system, it may together a committee of employees, executives and boards ...