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 Overview
Module: Setting The Foundation
First, your role is to oversee and guide the process. You are an advisor. You should provide tools and resources like a performance appraisal system or a development planning program. You could even create a supervisor training on how to coach an employee.
Next, you need to take action for developing a culture of continuous feedback and collaboration. You'll want to take on the role of coach and openly demonstrate effective methods of giving and receiving feedback. On a side note, if you have direct reports, you need to practice what you preach. As HR we have a tendency to guide and support others while forsaking our own needs. You must be the example!
In terms of supporting your management team:
I recommend setting up monthly team meetings with supervisors. In the past, when I held these meetings, I'd send out a meeting request and gather the management team together. Typically I'd include an agenda. I'd start by addressing current issues in the business, maybe add a financial update, move on to review performance management guidelines almost like a mini-training and I found it especially effective to set up a role play situation every once in awhile in which you are the employee and the manager has to give you the feedback. I also found including a roundtable discussion helpful. Meetings of this nature serve as an opportunity to refresh your managers on how to support a culture of continuous feedback.
Another idea, send weekly communications or tips specifically to supervisors and ones to employees.
I also strongly recommend you encourage supervisors to block time on their calendars each week. They should use this time to reflect on their employee's development and progress. One way to ensure this happens is by sending weekly reminders. You may need to make it a meeting request to give them an easy way to block the time out on their calendar.
In summary, as we move forward with the course content, I'll reiterate and highlight what you can do to prepare and support your employees.
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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...