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.
Title: HR's Role
Module: Goal Management
The role of HR in supporting goal management and setting appropriate performance criteria is very important. Your managers are looking to you for information, resources and guidance throughout the performance management process. But more specifically when it comes to goal setting and identifying job responsibilities you can assist by providing the following:
Number 1 Work with the manager on a well crafted job description. I'm taking you back a bit into the first phase of the employment cycle € Recruit! I know we aren't recruiting for the role. However, ensure the manager and employee fully understands his or her job responsibilities. It's key to developing the right goals for the position. In my experience, we used very generic job descriptions. Having clarity will be helpful.
Number 2 Provide your workforce with a tool to document and develop goals. You're best bet is to make an investment in a software that'll allow both the employee and supervisor to work collaboratively.
Number 3 You can also set up a training session with open discussion and activities.
And finally, one more idea for you. #4. Set up some office hours specifically for reviewing and revising goals on a monthly basis. Don't let this be a check in the box exercise.
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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...