Performances management, compensation, benefits, payroll, and the human resource information system are focus on exchange between employers and employees. Employees provide skills and ability and employers provide rewards. In order to get high reward, employees must shows excellent performances and employers must give reward to employees as they deserve.
Employers must apply the best performance
appraisal process in order to get information regarding employees’ true
performance. The process starts from employers setting objectives on what to be
accomplished at the end of year by employees. It is important for
employers to make realistic target so that employees will be burden because of
it has reach within their limitation. At the end of the year, employers review
employees’ performances and see whether they reach the target or not. It is
essential to give reward as they deserve to have. If there any target or
element in the performances appraisal that is not agree by the employees,
employees must reset or discuss about other objectives or target that
achievable by the employees.
It is crucial to have an excellent system
that able to process all the information about employees’ performances. The
system must accurate and automatically update in order to avoid any
misunderstanding of information to occur. Employees also are able to access the
system so that they can check their current performances and make some
improvements regarding their performances at workplace.
The function of performance management is
very important to the organization. With performances management, human
resource management able to decide on what suitable training and development
should employees has and what hiring strategies should be made. Compensation
and benefits system are able to retain excellent employees and motivate all
employees to give excellent performances. With the help of systems
technologies, employers manage to improve how they give report and analyze
subordinate’s performances.
Resources:
Bento, A., & Bento, R. (2006). Factors
Affecting The Outcome Of Performances Management System. Journal of
Information Technology Management , 23-32.
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