HR PERFORMANCE MANAGEMENT SYSTEM

            Every managers are responsible to appraise the subordinate performance. If their performance is good then reinforce it, but if otherwise the employer should take corrective action to improve the performance. Performance management is the process of identifying, measuring, developing the performance of individual and teams continuously and reconcile the employees performance with the organization goals. Compare to performance appraisal, it only evaluating the employee current or past performance relative to their performance standard. But the for performance management  the employer is review his or her subordinate continuously, like daily, weekly to ensure continuous improvement. (Dessler, 2011). This is because the performance appraisal just as part of organization overall performance management process.

            By conducting performance management to the employee, manager can motivate them functioning as a key component of the total reward process. The performance management is also associated with pay by generating the information required to decide on pay increase or bonuses related to performance of the employee. (Armstrong & Baron, 2005). By carried out performance management correctly, it can increase the engagement and motivation of employee and providing them with positive feedback and recognition which is this is part of total reward system. Other than that, performance management also function as identifying employee’s talent and potential, to making planning learning and development activities in improving employee performance. (Armstrong,2008)

            According to Kavanagh, Thite and Johnson (2011), performance management process encompass three part which is performance planning, performance observation and also give positive feedback or corrective feedback. The summarize of periodic performance also develop to support this performance management process as a performance planning and providing data for variety of HR decision such as rewards, staffing, training and other decision which involve the employee relationship with the organization.

            By using information technology to support performance management, it give management actual overview of the performance for each team in organization. And then take corrective action at once to avoid any problem arise or something that out of control. Other than that, if the organization use IT supported tool like scorecard software or digital dashboard, the employer can continuously monitor and assess each team and employee performance. So an effective and up-to-date performance management system can give impact to outcome of the employee performance in term of the accuracy of information or the effectiveness in evaluating employee work standard whether align with the goal, mission of the organization. (Dessler, 2011). (400 words)

Reference

Dessler,G. (2011). Human Resource Management. United State of America; Pearson Education, Inc.

Armstrong, M. & Baron, A. (2005). Managing Performance: Performance Management in Action. London; Chartered Institute of Personnel and Development.

Armstrong, M. (2008). Strategic Human Resource Management: A Guide to Action. United Kingdom: Kogan Page Limited.

Kavanagh, M.J., Johnson, R.D. & Thite, M. (2011). Human Resource Information Systems: Basics, Applications, and Future Directions. SAGE Publications.