Resource performance management by francisguinan


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									Resource 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. : Over 200 ebooks, templates, forms for
performance appraisal.

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