We have shifted from Performance Appraisal system to Performance Enabling Process(PEP), that is a proactive approach to correct the performance of individual & helping him in achieving 100% of his KRA. From Annual system we shifted to half yearly discussion.
I am facing following challenge at present:-
1) Its time consuming: Our Management wants HR to sit through Performance Enabling discussion of all key members approx. 82.And we have only 2 person in our team for this activity. The entire process is expected to be completed in 26 days along with closure report of PEP. Our management believes that HR can summaries & give them a bigger picture of entire org.(whats going well & whatís not) & as a neutral & unbiased person we are in a position to tell the performing & non performing areas & good suggestion. It gives us an insight on the internal org. challenges, better we know these challenges better we can help people in aligning their goals with business need but itís too time consuming. Can you suggest a smarter way of doing this.
2) Building a culture of Trust: The kind of faith Management have on us we want same faith they must develop on each function & HODs. This trust building thing will help us in putting the process in auto mode & of course building org. capability. How we can do this because training adults is a challenge, they are not very open to learn & after having a huge exp.in their domain they are less open to see the other side of coin. People skills is lacking in most of us & it results in lack of collaborative approach with other functions , lack of empathy for other team. How we can build this .We have announced a an excellence award , one of the core values we acknowledge in this award is people practicing a collaborative approach & solving a bigger problem of the company. But this award is also recently launched & itís a small step.What we can do to build a culture of Trust , Collaboration & empathy.
3) Closure report of PEP(Quality & Content) : Based on discussion with this 82 members ,what highlights we should present to MCM that help Mgt.to take right decision & help in solving above 2 problems. Also seeking your experience in what role HR should play in the PEP process apart from above to make sure people set challenging targets & achieve that.