What Role Can HR Play in Improving Organization Performance?

HR, being a jack-of-all-trades, can play up to four roles in improving organization performance:

1.  As a Strategic Partner, HR will manage competency and talent in the workforce. As an Administrative Expert,

2.   HR will keep track of information and important documentation in order to provide the right data when requested. As a Change Agent,

3.  HR will diagnose and articulate changes in an organization and protect employees from side effects of such changes.

4.  HR will also take into consideration and try to meet the needs and interests of the employees without disrupting the plans of the organization. 

How can PMS assist with the up-skilling and development of an employee?

PMS can assist with the up-skilling and development of an employee when they have provided the staff with further training in regards to what they do. Through PMS one would clearly identify in the organisation who will be in need of more training. PMS will have a certain criteria that the company will go according to in order to identify whose performance is low and whose work is efficient.

How can performance management systems be improved?

Performance management systems can be improved by ensuring that it effectively achieves its aim, and managers should think about doing an evaluation of the PMS periodically, so that improvement could be applied.

This kind of evaluation could be done either through a survey, audit or questionnaire to assess the following points:

·       Opinions of the employees and supervisors regarding the PMS process

·       Check if the job descriptions are up-to-date

·       Check the reactions of employees and supervisors regarding the appraisal systems

·       Feedback: How is the feedback given>

·       Check if the organization needs any other needs (For example training)

·       Check if the individual’s job objectives are clear, well written, SMART and in line with the organization’s goals and objectives

After evaluating the surveys outcomes, Managers will have to know what improvements will need to be done to update the actual PMS. It is however, highly recommended to constantly update and improve it as it will allow the organization to stay focused on its goal, vision and mission. 

Outline the importance of feedback.

Feedback makes communication meaningful. Giving feedback to employees or staff is vital in the sense that it motivates employees to strive harder and operate effectively in their work environment. It’s also important because it gives an idea how well one is doing in the eyes of the people who are important for e.g. customers or staff.

It’s also important to know that when giving feedback, it’s better to give positive feedback first followed by the negative one because starting with something good makes the employee or the person concerned feel secure and a little confident.

The way feedback should be delivered is considered as an important point as well. It should be delivered as soon as possible for immediate effectiveness. If it’s negative feedback, it means that the person’s work is considered to be wrong and in order for him to execute the changes, the negative feedback should thus be given as soon as possible in order to have positive and effective work done.

basically important tools in the human resources practices that shape the organization's role in satisfying the needs of its stakeholders. 

What type of training is required to make adequate use of performance management systems?

To be able to have an adequate PMS, it is important for it to be effective and achieve its objectives. Training given to managers, supervisors, appraisers will be different from the training that you will give to your employees and appraisees.

For Example:

o   Top Management – Managers – Appraisers:

·       How to write a good job description (with KPI’s)

·       How to monitor performance and assess behaviours?

·       How to use tools and techniques to collect valid data?

·       How to give constructive feedback?

·       How to deal with employees who do not agree with their performance assessment?

·       Give a brief overview of what PMS stands for, what are the aims? And why is it set up?

o   Employees – Appraisees:

 

·       Give a brief overview of what PMS stands for, what are the aims? And why is it set up?

·       How to write a good job description

·       How to monitor self-performance?

·       How to collect valid data?

·       How to accept feedback?

·       What attitude and mind set to have in appraisal meetings?