Performance management in a firm is governed by the Human Resource Management (HRM) policies and procedures. Performance management involves managing the performance and growth of the workforce and other units in the firm. Performance management is vital because it facilitates the achievement of the goals and vision of the firm. HRM procedures ensure that rational strategies are achieved. In the HRM department, managers cater for the personnel performance. It is an essential duty of the human resource managers because lack of the workforce would have a damaging effect on the company. Moreover, incompetence of employees would negatively affect the financial and program mechanisms of the firm.
In the HRM department, the policies and procedures state the expectations of the human resource management. The documented prospects develop a procedure through which employees are rewarded for their contribution to the firm. Moreover, these prospects improve the performance of the HRM department. Performance management in firms upgrades the process of communication amid the HRM managers and employees. A healthy relationship between a HR supervisor and employees aids the workforce in achieving company’s objectives (DeCenzo & Robbins, 2007). HRM policies and procedures help firms in sustaining the performance management system. This system helps HRM realize goals such as providing training and professional progress requirements, acquiring a citation of performance, stating performance expectations, and illustrating the right direction. Still, performance management system offers a channel of feedback.
Feedback provides information regarding the job performance stating the area that requires enhancement. HRM department is an essential department in the firm. The performance management enhances the HRM process that takes part in the execution of the firm’s vision and mission declaration. Therefore, HRM department establishes policies and procedures in order to handle performance management. During performance planning, the performance prospects should be clearly declared to each employee. In order to contribute significantly to the firm, an employee creates individual goals and aligns them with the firm’s goals. Furthermore, performance management in HRM is obligated to ensure professional coaching of the employees. The workforce should be well trained to improve the performance of the firm.
Training the personnel for advanced performance is an essential task of the performance management. Based on the HRM’s policies and procedures, training may take different forms such as informal directives and observation, formal written citations, and meetings. Technically, coaching the employees should occur regularly (DeCenzo & Robbins, 2007). Performance assessment focuses on areas of achievement, improvement, and future expectations. Generally, performance assessment should be carried out on all the employees. According to the performance guidelines, performance review should be done annually. The employees should also have in possession a copy of the performance policy. The policies and procedures in the form are conversed and signed by the HR manager and the employee. The HRH department creates policies and procedures that back up the performance management system activities. On the other hand, HRM has the mandate to modify the performance management procedures and policies in discussion with the Office of Human Resources, Organization and Human Resource Consulting.
HRM holds policies and procedures in the sector of interviewing. Human resource department is responsible for the employment of people in firms (Daft & Marcic, 2012). Inadequate workforce slows down the performance and production rate of an organization. Therefore, HRM ensures that the company has a reliable quantity of employees. HRM has documented policies and procedures that guide the supervisors during interviews. It is essential for the interviewer to develop an affinity with the applicant. Lack of a healthy rapport between the interviewer and the interviewee inhibits a rational interview. According to the HRM procedures in interviewing, it is upon the manager to listen and acquire vital information from the applicant.
Moreover, the interviewer is expected to exercise patience to study the applicant. In order to obtain efficient employees, the HR manager is expected to be open-minded. The manager should not rush into drawing the wrong conclusions about the interviewee’s capability. It is against the policy of interviewing in HRM to deliberate on the interviewee solely as on an individual. It clouds a sensible judgment, and the interviewer fails to meet the objective of the interview. The interviewer is expected to deliberate on the abilities and experience of the applicant based on the authentic job necessities. According to the policy and procedure of interviewing, interviews should be free from prejudice. The interviewer should not be biased with the applicant’s mode of clothing and hairstyle or educational setting. The interviewer should not be lured by the physical appearance of the applicant. Policies and procedures that guide interviews contribute to high performance in the HRM department. Adhering to the procedures religiously provides the firm an opportunity of acquiring a qualified and efficient workforce (Daft & Marcic, 2012).
In legal matters of organizations, prevention of unacceptable morals among the employees is very significant. Seeking a resolution to a scandalous event would incur a high cost to the firm. The employers are expected to honor The Equal Employment Opportunity Lawsand other regulations. The HRM managers should take the initiative to regularly update and implement the policies and procedures. Policies and procedures are preventive measures taken by a firm to prevent events such as lawsuits. They are part of the legal matters in HRM and facilitate the employment laws in the organization. Policies and procedures in the firms prevent issues such as workplace aggression, employment prejudice, drug taking, slack hiring and retention in the workplace. Responsible HR managers take the initiative to design and implement effectual policies and procedures. It is evident that policies and procedures improve the workplace environment. The HR managers are obligated to keep up with the modifications of the employment laws in order to adjust the policies and procedures.
Commonly, the HRM conspire with the firm’s legal group to manage the needs of the employees. According to the policies and procedures, the HR department should comply with the laws regarding prejudiced transactions, maternal funds and leaves, and equal chances. The human resource management should be well acquainted with the employment regulations. The HRM department should propose and implement policies and procedures that sustain the rights of the employees (Gennard & Judge, 2005). On the other hand, these policies should involve achieving organizational goals. The documented policies and procedures should accommodate a liberal process of hiring people in the firm. Rational policies and procedures should be considered when selecting qualified employees. Moreover, when rewriting the policies and procedures, human resource managers should consider unbiased grounds of job dismissal. This prevents the company from law suits regarding unfair job discharge. The policies and procedures should maintain the rights of the employee to appeal and reimbursement.
Written policies and procedures should ensure an inclusive assessment program. The managers should evaluate the performance of all the employees. Still, the employee should have the liberty to raise issues regarding extra coaching, salary analysis, and penalizing procedures. Communication improves the working condition of a workplace. During the implementation period, HR managers should take into account the welfare of every employee. In order to contribute effectively, the employees need to have a good health. Therefore, the managers are obligated to maintain recent health and wellbeing procedures. HRM department should ensure the validity of the employees’ payroll and benefit funds. The written policies that advocate and address welfare issues should be regularly rewritten. The HR managers should also consider the legal affairs when rewriting the policies and procedures.
Generally, when rewriting the policies and procedures, the HR management should focus intensely on upgrading and sustaining all the transactions in the firm that affect the workforce. Clearly, the human resource management is entirely involved in the performance of the employees. Therefore, the policies and procedures written by the HR managers should positively address the workforce of the firm. The employees have a consistent contact with the Human resource department. This is essential because the manager authentically assesses the performance of the employee. During the assessment, the managers comprehend the needs of the employees. Therefore, they write and implement policies and procedures that tackle the necessities of the workforce (Gennard & Judge, 2005).