HR managers' performance management tasks

The human resources manager to success in the organization "survival", since want to learn to play the role of the manager, and to learn to play the role of the team members.

This is the last season this year. Before long, the company will develop their annual performance assessment work. However, performance management must be not only a used to archive and provide feedback, coaching and rating process. When these basic functions are expanded, performance management, become the help staff development and give full play to their potential, and promote the employee participation in a powerful tool. Here are five extra added performance management job, it is your company's annual performance review process, an indispensable part:

Give employee chance to complete self assessment

Encourage employees to participate in the performance evaluation process, and make sure that the manager and staff in the effective dialogue between, the staff of the self assessment as you the company performance part of the process, this is very important. You can be in the company of the regular performance assessment in the process also use the same form, or create a slightly modified version. The purpose of the staff self assessment is to obtain employee to their performance self viewpoint. This is a in the whole of performance appraisal process give employee to powerful way to speak. Sometimes, the manager worried about their assessment of value, think that employees will simply give to their praise of evaluation and high level to try to raise their actual evaluation level. Experience shows that, on the contrary trend is real, when we evaluation of their own, we tend to be more severe than others. To obtain employee personal view Angle for the performance of the employee of the company get more information as is a very valuable way. It can also help managers are ready to deal with the differences of the opinions or views, and in-depth understanding of the expectations of the employees.

To make their targets with the corporate goals

We all know that create SMART (specific, measurable, achievable, relevant, with a time limit) goal as our staff the importance of the target. Make a goal of relativity is part of its environment. Through the adjustment, and even individuals to the goals and higher levels of organization goal is connected, you for the staff's working created this very important "environment". This can help people understand why their work is important, and their work is how to help the organization of success. Although in traditional, managers trying to the goal of the staff and their own goals linked to achieve this goal, but now, a more powerful practice is the goal of the staff and the higher levels of the department goal, branch target and the whole enterprise goals are related to personal goals and organizational goals. The employees involved in the research has indicated that the "environment" for the development of the performance of the employee is very important. This will help them feel my work is very important.

Collect the feedback information of 360 degrees

Most of the time, the manager of the performance of the employee rarely have comprehensive knowledge of. 360-degree feedback can help the manager to avoid prejudice, and let them from different angles and aspects of understanding staff performance, to better determine employee need training and development fields. And the employees often negative feedback for not all accept, they often say "just your personal point of view just". Through the collection of the multiple perspectives, credible evidence to support feedback point of view, can make it more objective, and can enhance its influence. You can from many people there to collect feedback from information, for example, any other manager, colleagues, subordinates, and even customers, employees have any and working relationship for you to understand and can help employee's performance of personnel, you can collect feedback information. When managers and employees have contradiction between or the tense relationship between, when different personality types make feedback process is difficult, or when the manager is not directly guide employees work (shift work, the work of the project, etc), 360 degrees feedback can be especially vital.

Establish development plan for the employees

When the development planning as a performance management process an indispensable part of, rather than individual activities, development planning is the most powerful. When managers and employees to discuss performance defects and career ambitions, performance evaluation meeting is often the most major time. In performance appraisal during the meeting, the sure learning activities to solve performance evaluation meeting sure any defect, help communication manager and organization as for the employees of the pledge, and constantly improve their expectations. For the development and promotion of looking for opportunities to employees, let them have a sense--they in the present organization are a career development path or the future. Through the development plan will be included in your performance appraisal process, you for employees to create a learning environment, and help to increase employee participation.

High performance rewarded

Finally, rewards and consolidate the high performance, this is very important. Performance level in the awards and decided to employees should pay is known and visible factors. Integrate your company's performance management process and salary management process, let people know that, the company's salary system is fair, and is based on individual staff on the basis of performance. This integration is applicable to honor not only increase and improve the bonuses; Any form of employee compensation or approval should be associated with employee performance, and in the service of the company needed employee behavior and performance.