Who is responsible for performance management?
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In the practice of corporate performance management, there are many such cases: company leaders attach great importance to performance management, and the human resources department also makes significant efforts to advance it. However, department heads and employees lack a proper understanding of performance management, often thinking that it is solely the responsibility of the human resources or personnel department. There are quite a few people who believe that \"performance management is the responsibility of the human resources department,\" and even some company decision-makers hold this view. So what are the underlying reasons for this perception? In fact, it is related to the company’s stage of development as well as the capabilities and qualities of its employees. The human resources department serves only as the organizational coordinator for performance management; it is the managers at all levels within the company who are the key players in this process. These managers are both the subjects of performance management and responsible for overseeing the performance management of their subordinates.
When you move into management and become a manager, performance management is an ability that every manager must master, as well as an essential tool to have at their disposal.
It sounds pretty sophisticated – performance management involves determining whether the performance goals set are reasonable; moreover, there should be rewards for achieving those goals. After all, if someone fails to meet the goals, there are penalties in the form of salary deductions. So shouldn’t there be rewards for those who do achieve their goals? How many examples of performance management systems that offer rewards have you seen?
It’s exactly the same as how the security department handles safety
More and more attention is being paid to initiatives that involve positive incentives. In the past, some companies also used positive incentives, but the methods were incorrect. This is indeed something that human resource management needs to pay attention to
The stereotype associated with performance management is that it involves deducting money; while positive incentives are increasing, this perception cannot be changed in just one or two years
The direction of understanding is absolutely correct; it’s straightforward
This account’s logs also contain the accompanying article to this post, “Several Misconceptions about Performance Management”, which is available for review.
The key to performance management lies in the establishment of standards, and the development of such standards necessarily involves the Human Resources department. It is of utmost importance to determine assessment standards that suit one’s own company and to ensure that these standards can be effectively implemented
Almost all bosses in China only impose fines; they never offer rewards. Even where reward systems do exist, they are not implemented properly
What they say makes sense; currently, the security department establishes a series of rules, and then assigns it to the workshop management to enforce – they merely act as supervisors