Human Resource Management Is an Term Paper

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The rationale and the implementation of Performance Management are simple in theory, but complex in execution. Heathfield (2010) suggests:

Define the purpose of the job, job duties, and responsibilities.

Define performance goals with measurable outcomes.

Define the priority of each job responsibility and goal.

Define performance standards for key components of the job.

Hold interim discussions and provide feedback about employee performance, preferably daily, summarized and discussed, at least, quarterly. (Provide positive and constructive feedback.)

Maintain a record of performance through critical incident reports. (Jot notes about contributions or problems throughout the quarter, in an employee file.)

Provide the opportunity for broader feedback. Use a 360-degree performance feedback system that incorporates feedback from the employee's peers, customers, and people who may report to him.

Develop and administer a coaching and improvement plan if the employee is not meeting expectations.

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The advantages to using the aforementioned system appear obvious. The employee has ownership of the process and the outcome. Rather than a one-size-fits-all approach, Performance Management allows a supervisor and a direct report to co-create a tool (or, better yet, system) that fosters growth and accountability. Employee growth (which addresses the two trends suggested earlier in the paper) and accountability (something managers, shareholders, etc. love) are not pejorative terms. Indeed, the author suggests for an enlightened and effective HR Manager, growth and accountability must be integrated into the workplace.

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