Performance Management – The Key to Appraisals

01 07-2012
Performance Management – The Key to Appraisals

The role played by HR executives has changed considerably as the corporate sector keeps adopting newer challenges and setting higher goals. What HR executives do in a modern work environment, simply goes beyond the basics of recruitment and report maintenance. Now they are into a new game. It’s known as strategic relationship management. It’s primarily about maintaining a delicate balance between how much an employee can offer to the organization and how much more the company is ready to bend to retain him. It seems easy, but it’s not!

Contrary to general belief, overall progress of an organization depends more on the HR team than most of the remaining departments. Don’t cut out the role of project managers and training heads in this scenario; but again we need to think on a broader scale. Even the top notch manager of an MNC is just like a regular employee, the only difference being his responsibilities and the heavier pay he takes back home. He performs optimally and strives to encourage his juniors and subordinates do the same, because he wants to move up the ladder. Here comes the need of strategic relationship management. And the key player in this situation is the entire HR team.

Now what are the parameters which come into play when an employee is considered for an appraisal?

With the corporate sector becoming more competitive with each passing day, it is survival that matters the most. However, when everybody is making an effort to survive, there will be a bunch of individuals who will inspire others to follow their example. They are your star performers.

But performance management isn’t based on what you see. It’s a system and like every other system it has a series of steps that must be followed religiously.

Tracking individual performance of an employee

Each employee comes into an organization with different set of skills. Though it’s teamwork that makes him a part of the company, but his personal contribution can’t be ignored under any circumstances. And this is exactly why his individual performance record needs to analyzed carefully, before considering an appraisal.

Performance as a team player

Once his personal work record is analyzed, it’s time to check how good he is as a team worker. Corporate environments are based on coordination between the members of a specific department. If a team is performing well, then it’s simply because there’s great communication and adaptability between the team members, and quite naturally each of the employees in that team is a valuable resource for the company.

Feedback from immediate line managers

Finally, it’s the feedback from the immediate bosses which matter the most. It clearly shows how good an employee is, and whether he should be considered for a pay hike.

Regular performance reviews and feedback from department heads are the key sources of information here. The data collected has to be analyzed carefully, periodically, and with the purpose of improving employer-employee relationship. What follows the process is appreciating a particular employee for the good work he’s done, and offering him an appraisal as a token of that appreciation.

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