Performance Management and Strategy
One of the contributing factors to improved performance in an organization is the ability of the HR team to align employees’ goals to the mission and vision of the company (Armstrong, & Baron, 2000). As a HR manager, I would ensure that employees understand the mission and vision of the company. To ensure employees’ goals are moving towards the same directions as the organizational goals, employees must understand the course of the organization. I would practise clear communication on the directions that the employees need to follow to achieve organizational goals. Carrying regular check-in, job analysis and follow-up to ensure that employee stays focused on organizational vision and mission. I would assure that employees’ job descriptions are aligned to the organizational goals.
Job analysis and suitable job descriptions play a vital role in aligning employees’ goals with the company’s mission and vision. Job analysis ensures that employees maintain the set course making sure the duties, responsibilities and outcomes of each employee are working toward the overall organizational goal. Each employee in the organization must understand the precise details of their job descriptions because they align with the organization’s vision and mission.
To gain the support of my new performance management system from the employees, I would develop trust, one-on-one communication, long-term investment on my employees, being a role model, and giving employees more control (Gruman, & Saks, 2011). I would develop trust by knowing the employees at a personal level. I would schedule one-on-one meetings regularly to invite open dialogue and listen to the employees. I would act as a role model in communicating and carrying out daily operations to guide them towards achieving organizational goals. I would invest in the employees by educating and training them as a way of improving them. As a HR executive, i would give employees more control of their schedule.
References
Gruman, J. A., & Saks, A. M. (2011). Performance management and employee engagement. Human resource resource management review, 21(2), 123-136.
Armstrong, M., & Baron, A. (2000). Performance management. Human resource management, 69.