Essay Example on Performance Management: A Year-Round Comm Process

Paper Type:  Essay
Pages:  6
Wordcount:  1574 Words
Date:  2023-01-10


According to Noe, Hollenbeck, Gerhart, & Wright, (2017), performance management is on the ongoing process of communicating between employees of an organization and the manager of a company. Performance management seeks to accomplish the goals of the company. Performance management is a process that combines both oral and written elements, and it happens throughout the year in an organization. The entire process of PM involves communication that defines clear specific expectations, goal settings, and providing feedback and results. Employee performance management is a process that not only sets annual goals but rather it involves setting personalized goals of the employees and this brings positive changes in the business (Bianchi, 2016). The concept of performance management is a cycle, which has three major elements namely: performance planning, performance coaching, and performance review. The idea of performance management is complex and, and it has to be done with every single employee. The beauty of the HR Performance Management system is that it allows managers to track and monitor the performance of each employee on the company (Shields et al., 2015). Generally, the components of Performance Management provide an excellent platform in which employee and employee function.

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Executing Performance Management Successfully

The Human Resource department has to acquire a comprehensive and useful performance management system because of managing employees' deals with issues such as strategy, policy, and practices, which are helpful in establishing performance goals of all employees (Bianchi, 2016). A comprehensive and useful performance management system is ideal because it helps to attract and retain good employees and it also plays a crucial role in improving organization performance.

Steps to Human Resource Performance Management

Performance Planning

In every job, it is essential to plan ahead and in advance. The first step involves establishing goals that the employees want to achieve. Determining the objective helps in making the desired state that each employee wishes to achieve. It is essential to align the personalized goals with organization goals (Dewettinck & Vroonen, 2017). Therefore, the performance planning should be more detailed to increase chances of achieving the organizational goals. Establishing goals through performance planning helps employees to know how and what to spend their time on, and understand how to allocate their efforts in their line of duties. Successful performance planning prepares staff members, and other manages to be fully aware of their timeframes to achieve the set goals (Dewettinck & Vroonen, 2017). Performance planning allows employees to understand how success will be measured.

Performance Coaching

This is a critical step that provides feedback about performance throughout the year, and it helps to coach employees on how they can increase or improve performance for better results. Good managers know that each employee has unique skills and talent and therefore, it is essential to coach each one of the workers be able to meet their personal and organizational needs. The performance is a critical part of permanence management which helps in empowering employees, increasing their success, and encouraging dialogue (Shields et al., 2015).

Performance Review

The last step is the performance review which is where employees receive feedback. The segment of feedback recognizes employees' strength and discussion about areas that one has to improve or needs personal coaching (Shields et al., 2015). It is essential to provide real-time feedback to employees rather than doing it annually. The real-time feed allows employees to reflect on their performance and correct their performance where necessary (Ljungholm, 2016).

How Human Resource Successfully Carry out Performance Management

The process of performance management is complicated and, and there are many elements that HR has to address. It has to be done to every employee simultaneously because each employee has different goals and objective to achieve. The HR Performance Management system allows managers to effectively monitor the performance of each employee and access all departments. HR has to design and implement performance appraisals. HR is like a mediator between managers and employees. The HR has to ensure that the process is smooth so that the implementation can be active during the appraisal process. Generally, carrying out performance management is not an easy task. And what may work for organization A may not necessarily work for organization B. That's is why many organization work hard to get the performance management right. The process can be done in several ways.

The first task is for HR to identify performance management challenges. HR has to consider the business needs, culture, strengths, and weakness of the process. By following this guideline, HR will figure out the unique aspects of performance management challenges the organization is facing (Arnaboldi, Lapsley, & Steccolini, 2015). This will help the manager to determine how to achieve the objectives the firm intends to make. The second step is assembling the project team. It is essential for HR to recruit at least one employee from each department in the organization. This is promoting diversity, which will help the manager to meet the needs of everyone (Arnaboldi, Lapsley, & Steccolini, 2015). It helps in gathering support across the company. The third stage is defining the performance management process because the project team needs to decide on the best performance management process. HR can consider activities such as goal-setting, ongoing coaching, real-time feedback, review performance results, and review the performance management process. It is essential for HR to review overall findings and input so that it can be easy to identify the trends and determine which areas need improvements. This is the only way HR can optimize the process of performance management. The fourth step is to assess the performance of the effective Performance Management system (Buckingham & Goodall, 2015). Once HR has established the performance management process, the team has to determine the best strategy to implement the changes. Mostly, performance management can be done manually using printed papers or using special software. It is essential for HR to access the pros and cons of each approach to optimize the company resources promptly (Buckingham & Goodall, 2015). It is very crucial for HR to discuss with other executives on how to meet the goals and evaluate how to measure and assess the performance successfully. HR has to do performance management in the right way to ensure employees improve performance and advance their careers.

HR Performance Management Strategy

The ability to do comprehensive performance management, especially in the current economic climate is a crucial business strategy. Every severe and focused HR should have the ability to effectively plan and monitor employees to ensure that the business is achieving its objectives. All these require practical skills, commitments, and effective business strategy. Doing performance management well requires a good plan so that the organization can have a competitive advantage and help employees to feel motivated to provide improved productivity (Buckingham & Goodall, 2015). To carry out an effective performance management one has to use the following strategy.

To begin with, HR has to consider the reason why he/ she is doing performance management. Then, all job descriptions must be created for every position in the company. It is also important for HR to design an effective appraisal process and define all elements for the success of the process. HR should as well create a list of priorities for each role or job in the organization. It is also essential to provide all employees with the necessary tools they need to achieve their positions. The HR has to recognize all the achievements of individual employees by providing incentives and rewards to create the right motivation to work and achieve the set goals (Van Dooren, Bouckaert, & Halligan, 2015). When designing the appraisal process, it is equally important to allow employees and managers to provide feedback. This is essential because employees' goals should be aligned with the firm's objectives. To ensure the whole process is done correctly, the HR manager should be approachable so that all employees can be open and provide honest feedback.


Managing employees' performance successfully provides a platform to develop careers, sustain talented employees, and provide growth of the business. The performance management should be done smoothly to ensure organizations' objectives are clear, which will translate to achieving individual goals and provide an opportunity for company growth. In reality, organization and own performance mostly rely on the excellent relationship between the executives and employees. The benefits of performance management are that the process allows employees to understand their job, acquire "line of sight" so that they can work towards achieving organizational goals, and provide employees with real-time feedback. The performance management is a continuous process that is key in ensuring regular review of employees is done and promotes accountability of employees to aid and improve business performance.


Arnaboldi, M., Lapsley, I., & Steccolini, I. (2015). Performance management in the public sector: The ultimate challenge. Financial Accountability & Management, 31(1), 1-22.

Bianchi, C. (2016). Dynamic performance management (Vol. 1). Berlin: Springer.

Buckingham, M., & Goodall, A. (2015). Reinventing performance management. Harvard Business Review, 93(4), 40-50.

Dewettinck, K., & Vroonen, W. (2017). Antecedents and consequences of performance management enactment by front-line managers. Evidence from Belgium. The International Journal of Human Resource Management, 28(17), 2473-2502.

Ljungholm, D. P. (2016). Organizational social capital and performance management. Linguistic and Philosophical Investigations, (15), 108-114.

Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... &

Plimmer, G. (2015). Managing employee performance & reward: Concepts, practices, strategies. Cambridge University Press.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.

Van Dooren, W., Bouckaert, G., & Halligan, J. (2015). Performance management in the public sector. Routledge.

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