Page 170 - DMGT517_PERFORMANCE_MANAGEMENT_SYSTEM

Unit 14: Role of HR Professional in Performance Management

bottom-line results, organizations recognize and reward such managers. Managers with Notes
good counselling skills can get that kind of performance from their employees by using the
tools of counselling.
HR professionals can help managers to master performance counselling skills so that high
levels of performance are expected and received from the employees by assisting managers
in identifying skills and motivational or resource support being required by the employee.
Also, HR professionals can motivate and seek commitment from managers about the
vitality of performance counselling in order to get employees ready for new tasks or
assignments that require new skills and provide direction, support, feedback, and training
to help employees achieve performance expectations. At the same time, HR professionals
can help employees to remove or reduce their inner obstacles to outer performance so that
the employee is helped to successfully monitor and observe his job performance on an
ongoing basis with assistance of his manager.
4. Employee Advocate: As an employee sponsor or advocate, the HR manager plays an
integral role in organizational success via his knowledge about and advocacy of people.
This advocacy includes expertise in how to create a work environment in which people
will choose to be motivated, contributing, and happy.
Fostering effective methods of goal setting, communication and empowerment through
responsibility, builds employee ownership of the organization. The HR professional helps
establish the organizational culture and climate in which people have the competency,
concern and commitment to serve customers well.
In this role, the HR manager provides employee development opportunities, employee

assistance programs, gainsharing and profit-sharing strategies, organization development
interventions, due process approaches to problem solving and regularly scheduled
communication opportunities.

5. Change Champion: The constant evaluation of the effectiveness of the organization results
in the need for the HR professional to frequently champion change. Both knowledge
about and the ability to execute successful change strategies make the HR professional
exceptionally valued. Knowing how to link change to the strategic needs of the organization
will minimize employee dissatisfaction and resistance to change.

The HR professional contributes to the organization by constantly assessing the effectiveness
of the HR function. He also sponsors change in other departments and in work practices.
To promote the overall success of his organization, he champions the identification of the

organizational mission, vision, values, goals and action plans. Finally, he helps determine
the measures that will tell his organization how well it is succeeding in all of this.

Notes HR Managers should do the following things to ensure success:

1. Use workforce skills and abilities in order to exploit environmental opportunities and
neutralize threats.
2. Employ innovative reward plans that recognize employee contributions and grant
enhancements.
3. Indulge in continuous quality improvement through TQM and HR contributions like
training, development, counseling, etc
4. Utilize people with distinctive capabilities to create unsurpassed competence in an
area, e.g. Xerox in photocopiers, 3M in adhesives, Telco in trucks etc.
Contd....

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