Human Resources (HR) Role In Making Performance Management Work Or Fail
The Human Resources Department (HR) is often responsible for the administration of performance management and appraisal systems. So, how can they actually contribute to making them work, and thus contribute to increasing productivity? That's what this section is about. An essential read for any human resources staff, managers and employees who often puzzle at the actions of human resources.
Note: Much of thehe content of this section is based on a chapter in Performance Management 2/E (Briefcase Books Series)
- What's important when putting together performance management training programs for managers?
- We're kicking off our new performance management system, and I've been asked to speak to the staff at a general meeting. What kinds of things should I say?
- Why Is The HR department usually in charge of defining and administering performance management and appraisal systems?
- Is there an alternative to having the HR department responsible for getting employee reviews done?
- Should the human resources department lead attempts to improve productivity via performance management and appraisal?
- Can you offer a real life example as to why depending on HR to "fix" an employee appraisal system fails? Here's a horror story.
- How Is HR crippled due to lack of authority when it comes to making performance management contribute to the bottom line?
- When HR gets in the way of making performance management work?
- How CAN HR contribute to making performance management work?