Human Resource Management is about the formal systems designed to manage people in an organization. It is made up of eight functional areas of human resource work. Let’s explore performance management. Performance management is the processes to ensure the organization connects mission with the work of employees. The activities of Performance Management include performance appraisal, development, and feedback. Simply put, effective performance management creates a work environment that encourages staff to perform to the best of their abilities and holds every employee accountable for results. Performance Appraisals Performance appraisals (also known as performance reviews) guide the process of determining how well employees do their jobs relative to a standard and communicating that information to them. While it’s up to an organization to decide what elements to include in an appraisal, there are some recommended elements to connect the work of your employees to organizational values: - Demographic information - A standardized rating method - Job-related assessment - Self-evaluation - SMART Goals - Employee development These standard elements will create a user friendly and useful appraisal tool for your organization. Development An Individual Development plan is a simple tool designed to promote professional growth and assist in effective individual development. Development is dependent upon meaningful dialog between leaders and employees. Leaders should ask: - What do you like most about your current job? - What do you like least about your current job? - How can I help you succeed? Feedback Performance feedback, whether positive or negative, is both important and useful. Feedback allows people to improve their performance by identifying what behaviors or skills to target for development. Feedback is all about communication. Let’s explore a model for providing feedback that leaves the employee feeling valued and respected, no matter the situation.The EARN Feedback Process defines a method for communicating feedback for maximum clarity and development. - Event: What was the situation? - Action: What was the observed behavior? - Result: What was the impact or consequence? - Next Steps: What behaviors need to be continued/changed? Enjoy learning more about performance management.

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