Human Resources play an important role in monitoring the performance of the company as well as the employees. HRM designs a specific performance management framework which covers both execution and design.
Some of the important Human resource contributions in the company’s performance management framework are as follows:
The role of the human resource manager is important in the formulation of the performance management system. Starting from execution to design, the role of the HR is to manifold and every role if well played can prove to be a highly beneficial for the organisation.
Few of the world’s best companies who have incorporated a highly developed and substantial performance management system, most of the times acknowledge their HR leaders or HR managers for placing such an effective system at place.
Of course, the design element of the performance management system is critical but the real test is the HR, as he can add value during the execution of the entire system. This exercise can be sensitive and the below-mentioned points should be kept in mind while implementing a performance management system:
Few of the established HR functions or HR teams across the company have essential contributions during the execution of the performance management system process in the company and these roles can be categorised into three major categories. This has to be noted that these roles can be only chosen by the Human resource members as it depends on the life stage of the human resource function in that particular company.
These well defined and major roles are:
These are the important roles that an HR Manager shall choose from which depends on the company requirement and further play them effectively in order to make a difference. It might also be necessary in cases that an HR manager might be required to play one these mentioned roles.