The HR function manages a few processes which take place at various points over a 12-month period. Think of the annual salary reviews, annual training needs analysis, bonus calculations and performance management processes.
It is important to managers to have a clear understanding of each of these processes and when they take place throughout the year. If you set all of these processes on a regular annual schedule it helps managers to correctly anticipate next steps in processes and provide input required in a timely manner.
This generic performance management process schedule I am sharing with you (see download option below) shows the various basic steps that would need to be followed over a 12 month period. There are references to the link with a salary/compensation review process and also the link with identifying and reviewing individual development needs and progress along achieving improvement goals.
Implementing a process like this would need a change management plan if your organization has never done anything like this before. Even if you have had some form of a performance management process in place, but would now like to expand on it to include some of the elements shown in the attachment, a change management plan would be recommended. Before you start you would of course ensure that the manager/director, who is accountable for the performance management process at your organization, is aligned with your ideas and suggestions and strongly supports the direction you would like to take.
The benefits of having a documented process for Performance Management are:
- It is easy for HR to ensure new employees, current employees, new supervisors and existing managers understand the process and their role in the process.
- It is a way to help stakeholders understand and then prepare for the input and actions they need to complete in order to support the process.
- Linked to a balanced score card, the process can make it clear to individuals/departments how they collectively and as individuals support the attainment of larger organizational performance goals.
- Knowing that there are check-in moments for feedback and discussion moments around performance expectations, progress and development needs and activities can be a strong way to reinforce employee engagement. Many employees tend to consider other employment options when they feel that their development and career progression goals are not being met by their current employer.