hr performance management

1. HR performance management
Human Resources is responsible for initiating the performance appraisal process for
the department to assess the performance of its staff. On top of it, Human Resources
is 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 key
performance indicators (KPIs) shall derive from the business indicators. These
indicators can be tangible or intangible. From the companywide KPIs, department
would then establish its department KPIs. Most of us would be able to establish this
level of KPIs as Human Resources would arrange workshop to ensure each
department understand and acquire the "How-To" in setting KPIs, namely Finance /
cost KPIs, Quality KPIs, Customer Satisfaction KPIs, employees learning KPIs and
facilities/environment KPIs. Human Resourc would collate all these information and
monitoring the progress from quarterly, half-yearly to annual.
Human Resources also need to design and develop a reward system when the
department KPIs are achieved. Prior to this reward system development, the
performance 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 be
taken into consideration for the design and development of the rewards system.
Human Resources is to align the Reward System to Performance Management System
with 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 learning
capabilities with the individual competency. The resulting gap is the learning gap to
be 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 gap
in addition to reward system. Performance increment would depend on the
performance appraisal input for the department and the management for decision
making. Human Resources would craft the notice and letter to communicate to the
employees. This is also an important issue. Human Resources is the corporate
communicator and is responsible for employees communication.
To be a Choiced Employer, the initiatives of program fall on Human Resources.
http://performanceappraisalebooks.info/ : Over 200 ebooks, templates, forms for
performance appraisal.