Hr meaning4/30/2023 The excellent employees make the strategic agenda the reality. The goals have to follow the strategic agenda. The strategic agenda has to be challenging and realistic. HR has to bring the tool, which pushes managers and employees in their creativity. The organization without the development slowly dies. Meeting the standards is not about the improvement it is about the status quo. The performance management has to improve the organization. The system looks impressive, but it misses its main goal – to support the growth of the business and building the talent and performance pipeline in the organization. Managers do not follow the unrealistic targets they prepare excuses. They will not do their best to achieve targets. The employees will not follow the unrealistic and useless goals. The HR has to design the performance management system, which is clearly and visibly connected with the strategic agenda of the organization. The system pushes managers and employees to cooperate on achievements. It is about setting clear, and challenging goals (SMART) and it is about the regular evaluation of the progress. That doesnt mean the consultant necessarily is the one who does the training. So the consultant can also help with coaching so that employees master the needed skills. The performance management is not about measuring doing things. People analytics is an innovative HR tool and requires an understanding of tools outside the usual HR toolset. Additionally, it includes the performance appraisal, which closes the whole cycle and sets the new one. The performance management (in Human Resources) is a complex HR tool to set goals, follow-up of goals, identifying the development needs and the potential.
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