HR Role In Performance Management In An Organization-HR Manager

By on May 30, 2011 with 5 Comments

HR Plays a key role in designing the Performance Management Framework. There are multiple examples of the different HR roles in the PMS exercise in both design and execution.

Some of the key HR contributions in the organisation PMS exercise :

# Philosophy of the PMS system

# Defining KRAs

# Defining Competencies and the assessment matrices

# PMS Operating System

# Choose the rating scale for the performance to be measured

# Methodology of executing the PMS

# Development Needs Identification System

The role of HR Manager or the HR Role per say  is critical in the execution of Performance Management system. from design to execution, HR role is manifold and each of these roles well played can be highly beneficial to the organization. Some of teh world’s best organisations who have highly developed and world class Performance management system, often acknowledge their HR managers/HR leaders for having such a system in place.

The design element of the PMS process is important, no doubt, but where HR really can add value is during the execution of this system. It is a sensitive exercise and one needs to keep the following in mind while implementing this key HR Initiative

# Prevailing culture and core values of the organisation

# If multiple business are there, nuances of each business with the respective groups of people in each business

# Acultaralization of first time appraisees and appraisers to the PMS exercise

# Integration of core competencies of each role and its linkage to the PMS exercise

Some of the established HR temas/HR Functions across the organisations have meaningful contributions during he execution of PMS process in the organisation and many roles that HR plays may be bucketed in three broad categories. These roles may be chosen by HR members depending upon teh life stage of HR function in that particular organisation :

^Role of a facilitator

^Role of a Business Partner

^Role of a Employee Development Champion

Role of a Facilitator:

The role of a facilitator may be described as follows:

# Help desk to provide support during the exercise, not of much of decision making but provide support for smooth execution

# Query resolutions of various nature raised by different employee groups, clarifying the appraisal forms, methodology etc

# Assist Appraisers to objectively assess their respective team members minimizing personal biases, provide details of employees wherever required

# Help Appraisees to understand “What is in it for them” by clear communication and dissemination of key information during various stages of execution

Role of Business Partner:

In many organisations where the HR function is evolved and well aligned to the business teams, HR Managers play the role of much more than facilitators and often go a step further and provide the necessary value add for an effective and business-aligned PMS exercise. HR then

# provides key insights of the business and establish linkages to the people agenda

# Cull out strategic and relevant dashboards to help business managers make objective assessment of their people with respect to business performance keeping in mind the  forecasts of people requirements

# Help identify critical people and provide solutions to ring fence critical talent

# Drive the need for a sharper performance distribution curve to keep different performance level of people in mind

# Demonstrate equal degree of ownership of the process as their business counterparts

# Establish the key strategic link between “Business Performance” and “Employee Assessment Distribution”

Role of a Employee Development Champion:

Companies that view the PMS system as a Organisation Development initiative seek HR Managers to play the role of Employee Development Champions and the expectations from the HR Team/HR Function is to execute the PMS system  as a development tool. In such an environment, HR role may be outlined as

# Position and Implement the PMS process as a employee development tool in the organisation

# Focus on more on competency and performance assessment rather than only performance evaluation

# Use PMS process to identify “Employee Development Needs” in context to Organisation roadmap and related skill and competency requirement

# Sketch patterns of individual/collective organisation development inputs

# Study trends of skill and competency development over a period of time and use them as references in the current exercise

These are the key HR Roles that HR Managers may choose from depending on the organisation requirement and play them effectively to make a difference. As an HR Manager, you may choose which one is the most suitable role for your organisation and strive to graduate to the next level in the next exercise. Depending on the HR Agenda, the manager may be expected to play a dual role also at times.

For more details and information on “How to be an Effective HR Manager  in Performance Management System”, feel free to write to us at contact@hrcrest.com.

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Category: Performance Management

Sudakshina Bhattacharya

About Sudakshina Bhattacharya: Greetings to everyone from Sudakshina. I am a practicing HR professional for over a decade in various organisations in Telecom, Hospitality, Entertainment and Financial Services industry. I am currently leading the HR team for a reputed Financial Services Company. HR Crest is my special interest and I do hope you like reading what I share. Recently, Asia Pacific HR Congress conferred the "HR Professional Of The Year" award to me.Look forward to your encouragement through views, suggestions and contributions. These posts in HR Crest are my personal views and opinions based on my experiences. http://www.bschoolaffaire.com/jury.html http://www.asiapacifichrmcongress.com/APHRM%20Awards%202011.html View author profile.

Comments (5)

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  1. Ravi Sinha says:

    well maam i went through the article and have one thing to ask you that is about the ratings in pms system.. i feel that if the rating of each individual is done my HOD that could lead to a certain amount of biasness in the decission making. is there any other method that could eradicate this problem. because if as an hr person we leave the grading on hod that would not suffice the system. hence would like to know for a better and productive kind of pms system….

  2. Sudakshina Bhattacharya Sudakshina Bhattacharya says:

    Dear Ravi,

    Very valid point. Its a good idea to introduce the system of having a “Moderator” or a second level authority to ratify ratings of employees. That would strengthen the PMS system and build second line authority for assigning ratings. This may significantly help reduce personal bias in ratings.

  3. Ravi Sinha says:

    right maam but in that case the moderator has to be from the same industry as well as has to know the exact details of each employee their job profile and has to have a numerical validation between the assigned targets and achieved targets only than can he rate which i think is next to impossible so is it so that this issue still remains a bottle neck?

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  5. fantastic post, very informative. I ponder why
    the other experts of this sector do not understand this.
    You should continue your writing. I’m sure, you have
    a huge readers’ base already!

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