Organizations are driven with the motive of generating profits. And to generate profits they need to maintain some standards in their operational activities. And to drive behaviors or positive outcomes from employees for earning profits, organizations compensate employees or reward them for meeting such standards/ targets. Earlier Employers or HR professionals used to set standards and measure these standards or already set targets against outcomes to reward employees.
This practice worked well only for certain employees who were driven by financial rewards. But there are employees in an organization which are driven by learning and development of their skills; the practices of financial rewarding failed miserably here. This calls for a more comprehensive and extended approach to ‘Performance Management’. Simply defined, ‘getting the most out of employees.
The process of managing people and getting work done and gaining positive outcomes has become more formalized and specialized. The old tactics of performance appraisal have been diluted into the concept of performance management. Employee Performance Management is more about aligning organizational objectives with employees, agreed measures, skills, competency requirements, development plans, and the delivery of results.
Give Employees the Flexibility
In today’s, more than rapidly changing environment, in terms of needs of an employee, the best you can give employees is the time and space flexibility to follow their passion, or to follow and enhance their career path. Give them the options to choose from, give them the right to choose what’s more fruitful or comfortable for them.
Sharing is Caring
Every small success within an organization should be shared with all the employees working within it, and with all those who have put even 1% of their efforts into achieving it. It not only creates a good image about employers and top management in the minds of employees, but it also helps gain goodwill outside the organization.
Reward Efforts, Not Results
It is not mandatory that every time an individual who cracks the set targets, is going to do it on a daily basis. But this also doesn’t prove that the employee or individual didn’t make enough efforts or didn’t do the hard work. Organization should encourage and motivate employees on their failures, so that next time they try achieving it, they didn’t fail.
Role of HR in Employee Performance
Performance Management processes are usually framed and implemented by HR professionals, so it underlines the fact that managers and employees rely on HR professionals for smooth functioning of everything.
• HR department helps line managers and supervisors to have constructive conversations with middle and top level workers/employees.
• HR department is responsible for integrating the demand and resource requirements of different departments with the overall objectives of the organizations.
• HR professionals know well when & how to reward and constructively recognize employees for their hard work.
• HR professionals are responsible to develop and enforce a healthy high-performance culture by encouraging and motivating employees to meet specified standards.
• In regard to achieve goals , HR professionals also set up various training and development programs for its employees.
There are a number of indicators or characteristics that indicate if an employee’s work is satisfactory, good, or above average. These parameters and metrics can be inputted into HR software with the help of AI and ML, and employees will be required to send or submit their daily work report or the results of the task they have been working on, which will then be analyzed against the organization’s already established standards.
Organizations will be able to access and determine the bonuses or incentives that an employee may receive at the end of the month for the work he or she has submitted on a daily basis using these processes. Software should be able to provide daily feedback on an employee’s job as well as provide bonuses for their efforts.
HR software will assist in reducing uncertainty and bias in the workplace, as well as encouraging a fair method of compensating employees and tracking their work, as well as the company’s objectives.