Performance management is the process by which organizations engage their employees throughout the year so as to improve organizational and individual performance that would ultimately achieve organizational goals and objectives (Hayes, & Ninemeier, 2009). It is a process that seeks to align employee goals and objectives to the organizations through setting objectives and assessing employee performance progress.
Our company sets goals, which is the key to performance review for employees. It is the standard against which employee performance is measured. During the review process, with the help of the set goals, employees’ performance is able to be clearly ascertained, for corrective action to be taken, if need be. Improved employee performance after every performance review period is an indicator that our review process is effective. That naturally should be the ultimate test for any performance review process.
Making the process more employee oriented, in that it aims to improve an employees capability, as much as it improves productivity, would go a long way to make the process more effective. This is because the employees will willingly accept the process, since it aims at improving their capability.
The HR has a major role to play in the process of performance appraisal, since it is through that department that the processes are planned for and implemented. They should advocate for effective performance review systems, and making sure that it is done within the legal framework. Since the HR manager is responsible for that department, the buck stops with them.
Hayes, D., & Ninemeier, J. (2009). Human resources management in the hospitality industry. Hoboken, N.J.: John Wiley & Sons