Human Resources consultancy includes performance management for the staff as a critical aspect of HR processes. The performance management process provides opportunities for supervisors and employees to assess how well an individual’s performance meets the requirements of the job. Performance management both includes employee satisfaction and business needs at the same time.
Performance management is a constant process involving feedback, accountability, and documentation of an individual’s performance in their role. This process ensures that employees, teams, and departments are meeting strategic organizational goals. Following is an overview of the performance management process.
The HR performance management process includes the following steps:
- Fostering ongoing, two-way communication between employees and supervisors.
- Supporting the development of clear, consistent, and measurable goals linked directly to the businesses core values.
- Articulating and supporting training needs and career development.
- Establishing the criteria for making reward and recognition decisions.
Effective performance management begins with mutual respect and ends with performance excellence. Supervisors are responsible for communicating performance expectations and progress on an ongoing basis to their employees. These conversations, called Touchpoints, should be grounded in honest communication and provide employees with clear role expectations, feedback, identify performance successes and areas of improvement, development opportunities, and career possibilities.
Employees have a responsibility to participate fully in these conversations, understand their role responsibilities and expectations, and communicate any obstacles or training needs to perform their role at an optimum level.
If implemented correctly, the Performance Management Process will contribute to the financial and administrative maturation of enterprises and supports business sustainability.
