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HRM- performance management

Human resources management helps an organization in hiring and selecting best suitable candidate for a job. The HRM work is to match the job requirement with applicant personality and skills and by taking interview, HR manager try to find out that the applicant is able to perform this particular job efficiently or not. Other than hiring and recruiting fresh candidates in the organization, HRM gives training and development to existing employees and motivates them by offering rewards and recognition for work well.

The main goal of HRM is to increase the productivity with the help of work force. They hired skilled and talented people at job and measuring the performance of existing employee time to time. With performance management HR professional check the employee’s performance with the objectives given to them. 

What is performance management?

When employees heard about the performance management, the first thing came in their mind is the evolution of their performance at the end of year. However an effective performance management process is much more than the annual evaluation of the employees. So performance management is a management of continuous process of evaluation of employee’s performance in terms of job responsibilities, priorities given to them with organizational goals.

Human resources professional after hiring the employees set their goals in the beginning of their job and later at the end of year evaluate their performance. Although the process is not only year starting and year ends, but throughout the year the motivation given to the employees for better work and increasing productivity of the organization. 

So performance management is a process in which managers and employees communicate with each other to review and monitor the work of an employee’s overall contribution in organization and on the basis of the performance they reward and promotion are given to the employees. Below we will explain the process of performance management. 

1. Planning:

The first step in performance management is that manager and employees get together and review the current role and performance of the employees, identify the areas of improvement and the set the objectives and performance expectations from them throughout the year. Involving the employee on the planning process so that they are able to understand the exact expectation from them according to the goals of company. 

2. Developing:

In the second step the performance of an employees is improved so that they can meet their goals at the end. Helping employee by giving training to develop new skills and responsibility of work done by them. Their work process increased and gives them support all the times. 

3. Monitoring and performing:

HR manager monitor the employees performance like curtly or monthly it depends on the HRM and give them feedback on the performance. In HRM the hr managers don’t wait for the year end performance evaluation but after a time period employed performance is monitors and necessary help and support provide to them for achieving the goals given to them. 

4. Reviewing:

With performance management in HRM, employee’s performance is reviewed by the hr managers after matching their current performance towards achieving the goals given to them. There are many tools for reviewing the performance such as 360- degree feedback, self assessment of employees etc. a review will examine the results and determine where to concentrate effects as the cycle retunes to the planning stage. 

5. Rewarding:

After going through with all the steps, the final step is to giving reward to the employee whose objectives match with their performance throughout year. By rewarding employees for their contribution in achieving goals and provide incentives to further motivate and engage them. 

How to do effective performance management?

There are am any ways for running best and effective performance management by HRM.

1. It is important that manager give proper knowledge of objectives of employees and company to the employees, so that there is no confusion comes later.

2. Manger should give proper feedback to the employees time to time, this process is done only after examine the performance of employees.

3.  There are many system for maximize the effectiveness of performance management, HRM will choose the process that best suited to the organization.

4. HRM must communicate with employees after set time and ask them if they need something do something bother them for doing work.

5. Motivation and support will also helps in increasing the morale of the employees.

There are many ways for evaluating the performance of employees in an organization such as:

1. Initial meetings: This is the beginning of the employee’s journey with the organization, manager and employees sit together and set the goals and also devolve the plans to support the goal completion.

2. Quarterly feedback  sessions:

During feedback sessions, the employees and their manager set a meeting in mid of year and discuss over employees progress towards goal completion and if they need any support can ask.

3. Final meeting: evaluation review-

At the final meeting at the end of the year, the employees and managers discuss on overall performance of employees and evaluate the goals achieved or not and those employees who work well will be given rewards. 

HRM - Performance Management Assignment Help

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The management of the company's most important asset falls under the key role of human resources. The goal of human resources is to give employees the finest working environment while also enhancing their ability and expertise. A HR manager organizes and improves the company's systems and regulations. The field of human resources is now a popular choice for young people as a career. The strong demand for specialists in MNCs and the lucrative HR positions are a few of the main causes. However, managing human resources-not just this instead each and every asset of the firm-requires understanding of numerous organizational factors. Therefore, HR courses may be challenging and demand that the students tackle their assignments with critical thinking. Students must complete various HR tasks, assignments, and projects in order to get understanding about the firm's actual environment. Managing employees, procedures, hiring and selection, compensation management, performance management, training and development are only a few of the topics included in the field of human resources. Due to the high importance of each of these management domains, assignments based on them might be challenging. For a student of HR, the hardest aspect is putting the theory into practice. In order to achieve excellent scores, he must support his thesis with a tone of examples which is quite difficult for him/her and thus lend services from the websites available. Various other reasons are:

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