Page 173 - DMGT517_PERFORMANCE_MANAGEMENT_SYSTEM

Performance Management System

Notes Performance counselling: Performance counselling is a manager initiated strategy for improving
an employee’s performance.
Performance scorecard: Performance scorecard enables the leadership to determine how
effectively HR is leveraging on human capital, as well as mobilize and galvanize the people within
the organization in terms of four perspectives-qualities, cost, delivery, and responsiveness.

14.5 Self Assessment

Fill in the blanks:
1. HR professionals play an important role in ......................... a performance management
system in the organisations.
2. Performance management deals with improving organizational performance by improving
......................... .
3. Human Resources would need to know the business for its ......................... .

4. ......................... enables the leadership to determine how effectively HR is leveraging on
human capital, as well as mobilize and galvanize the people within the organization in
terms of four perspectives-quality, cost, delivery, and responsiveness.

5. The HR professions should consider the organisation’s ability to ......................... and other
growth perspective.
6. The key differentiator between the successful and unsuccessful organisations is the
effectiveness of ......................... .
7. Performance ......................... is a manager initiated strategy for improving an employee’s
8. Fostering effective methods of goal setting, communication and empowerment through
responsibility, builds ......................... of the organization.

9. The objective of the HR function is to provide a favourable and supporting climate
and appropriate systems to align the ......................... with business strategies of the
organization.

10. The key performance indicators (KPIs) shall derive from the ......................... .
State whether the following statements are true or false:
11. Few organizations meaningfully involve the HR function in formulating corporate
strategy.
12. Balance scorecard is derived from performance scorecard.

13. The HR business objectives are established to support the attainment of the overall strategic
business plan and objectives.
14. As a strategic partner the HR professional will have to play a pivotal role in the identifi cation
of performance gaps.
15. Performance counselling is a supportive process conducted by a manager to enable an
employee to define and work through personal problems or organizational changes that

affects job performance.

14.6 Review Questions

1. HR professionals are considered as a strategic partner to organisations. What should be the
role of HR professional as a strategic partner?

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