Understanding HR's Role in Performance Management: Is Facilitation Enough?

Dear Friends,

Let me first outline the steps involved in the PMS Process in our organization:

1. Performance Agreement is signed off after the Employee and Manager discuss the employer's key activities in relation to the business plan.

2. Mid-Year Review - The manager assesses the employee's progress to date, provides feedback on performance, and assigns a performance rating.

3. Calibration Meeting - The Executive Team (comprising all HODs and the MD/CEO) moderates the ratings to ensure consistency across the company. The rating is communicated to the employee post the meeting.

4. Full-Year Appraisal

5. Calibration Meeting

6. Final rating is communicated to the employee.

The role of HR here involves more facilitation and coaching to help staff understand and effectively navigate the PMS process.

I am curious to learn if facilitation and coaching alone encapsulate the role of HR, or if there are additional responsibilities and roles HR plays in PMS. Can someone provide more insights on this?

Thanks in advance.

Hi,

In our organization, the role of HR in PMS is much more than just facilitating and coaching. The core aim is to make the PMS system transparent and well understood by employees. Additionally, the appraisal forum is utilized to identify improvement and training needs. A report of these needs is compiled by us and forwarded to the team seniors and the training team. This process also assists the training team in budgeting for their requirements.

At the completion of each appraisal, the final documentation is received by the HR team. They then search for quality data or qualitative information to highlight important details of the appraisal. Subsequently, a report is formulated and sent to the group head. These qualitative insights help to identify common occurrences within the team, enabling the group head to implement necessary solutions and plan for the upcoming year.

Regards,
Khushnum

Dear Khushnum,

Thank you for your reply. I also understand how HR can play a major role in PMS. Could you please let me know if HR validates the ratings in your organization, or if the management team validates the ratings?

Regards

Hi,

Actually, the number of employees in our company is huge; hence, HR may not be involved in deriving every single person's ratings. This is done by the group head along with his immediate team leaders. However, HR does play a monitoring role by being present in all the meetings. HR is more involved in cases where people are eligible for a promotion and for individuals who have shown dissatisfaction with the ratings given to them.

Regards,
Khushnum