Performance Management: Development & Deployment
Learn how to develop and deploy performance management methods for supporting a strong management team, one that openly communicates with its employees and works to maintain a collaborative environment. Performance management is an on-going, significant aspect of the employment cycle. It's essential for human resources to integrate the right feedback guidelines and principles into their organization's culture. This course is designed for HR professionals by an HR professional. It includes a complete overview of the Performance Management process and its overlap with the employment cycle. It also provides a review on setting performance criteria, developing goals and giving effective feedback. Finally, there's a lesson on annual performance reviews and trends. My mission is to help HR professionals succeed and this course will help you understand the performance management process and how you can implement it in support of your organization.
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.25 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
This activity, has been approved for 1.25 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.
Before we wrap up, let's go over trends. You may be surprised Deloitte received quite a bit of attention for revamping its performance management system by getting rid of numerical ratings, 360-degree feedback reviews and the flow down of objectives.
It's been noted many organizations are looking for faster and more accurate ways to evaluate job performance; ways that are more focused on what's happening today. Adobe Systems Inc., Microsoft Inc., ConAgra, GAP and Intel have made drastic updates to their models getting rid of common components like ranking employees.
I had the opportunity to see Marcus Buckingham speak an event. Marcus is a well-known business trends writer. He mentioned the shift in focus towards that of the team-leader. What was most interesting is the concept of holding "check in" meetings opposed to "check up" meetings. Marcus identified two questions for managers to ask employees, "What are your priorities this week? And How can I help?" This gives the manager an opportunity to gather information on a regular basis.
Next there's a push towards simplification. Keep it intuitive and easy for completion.
Also companies are seeking to focus more on coaching and development.
No surprise with the next bullet. (bullet) Technology is playing a bigger role in providing more easy-to-use performance and goal management tools.
And lastly, I'd like to address a particular movement towards the use of social media in performance management.
These trends remind us we can be flexible in implementing a performance management process. As I said before, one size doesn't fit all. Explore as many as options as possible. It needs to fit your company's culture.
And note, this isn't specific to the US. Research shows the issues with performance management and the push to change it are universal.
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Christina A. Danforth, SHRM-SCP and SPHR, is a Business Owner and Learning and Development Specialist specifically focused on career growth of HR professionals. Christina taught the SHRM Certification Exam Prep Course at Central CT State University for several years. She also served as a...