Performance Management At The Strategic Human Resource...

Introduction Performance management has grown in importance within the Strategic Human Resource Management (SHRM) field due to an increase in the expected level of employee accountability. Performance levels effect compensation, goal setting, training and development, succession, administrative action and appraisal, therefore a successful review plan is essential for a smoothly functioning organization (Maylett, 2009, p. 52). Performance review allows for strategic decision-making regarding employee advancement, retention, and separation, while providing insight into career planning (Pynes, 2013, p. 304). Performance review and feedback also allow the agency to gauge the effectiveness of the human resource management department’s actions and how they are working to execute the mission of the organization. Performance management methods, such as reviews, can allow the employer to discover what motivates their employees. Be it wage increase, bonuses, or praise, motivation is essential in keeping employee morale high. Review also allows for evaluation of the employee’s KSAOC’s to reveal any shortcomings in critical skill areas; this may reveal a need for a change in employee recruitment methods or the addition of training programs. Managerial training is an essential part of any review process. An untrained rater will be unable to provide feedback in a manner that is beneficial to the ratee. 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