Strategy sets the direction and also defines the scope of an organization. While the direction helps the people working with the organization to channelize their efforts to achieve the common goals, scope limits the activities of the organization to focus such efforts. Both the direction and scope matched with resource allocation help the organization keep pace with the changing environment, and meeting the expectations of different stakeholders.
Performance Management System is the key to overall development of an organization. An organization’s employees and their performance gives a holistic view of how their HR functions and what role does it have in effective PMS. Role of an HR manager is key in having an effective PMS. However, the secret of an effective system lies in the much thought over and foolproof design. Having talked of the effective design, before designing it, there should be certain aspects taken care of and strongly considered for;
While designing the framework of the process having considered these extends a supporting arm to TM&OD. TM & OD being critical at any level for an organization, makes it essential to have implemented it in the most efficient way, thus makes impressively effective PMS indispensible for the organizations as whole.
While TM & OD identifies right talent and helps organization to evolve to the bigger new, PMS acts as a foundation for this approach. A right PMS enables employees realize their worth in the system and relate to the organizational goals as a whole. In a nutshell, performance management serves as an important tool for realizing organizational goals by implementing competitive HRM strategies. It helps in aligning and integrating the objectives with the KPI’s in an organization both vertically and horizontally across all job categories and the levels and thus helps in driving all the activities right from the bottom level towards one single goal.
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