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What is HR Performance Management?

Tess C. Taylor
Tess C. Taylor

In the business world, being able to efficiently handle human resources and work processes is referred to as HR performance management. In most companies, HR performance management is handled by a combination of careful recruitment, wage and benefit offerings, work environment enhancements and continual job assessments so that employees are able to perform optimally. HR performance is generally measured by the productivity levels measured against turnover and retention rates.

For the human resources department, being able to manage various aspects of performance management is made easier by employing the use of tools such as HR performance management software and performance evaluations. The savvy human resources manager will be able to use these performance management tools to better get accurate results in regards to how well employees are doing on the job and how to make things better company-wide.

Businessman with a briefcase
Businessman with a briefcase

Business performance management software is an excellent resource for HR performance management. In addition to tracking incoming candidates, this software can also track the tasks performed by existing employees to identify any areas where employees are struggling to perform well on the job. When lags in performance are identified, management can then do an objective study of why this is occurring so that additional training or support can be provided as needed.

Another tool that human resources departments often use to improve HR performance management is the 360 degree assessment. This is an anonymous study that involves asking employees to self-identify any areas or personnel that are causing low performance or problems company-wide. Employees are given time to consider how overall departmental performance affects this as well as give suggestions on how matters can be improved. The 360 degree assessment is also often used during exit interviews when employees can speak more freely.

In addition to HR performance management software and assessments, employees are often evaluated through performance evaluations generally conducted by supervisors. Employees are provided with information, support and resources to become more productive on the job at this time. In addition, wages and benefits are evaluated and improved accordingly to encourage better performance.

Human resources departments must also be wise to continually update job descriptions so that the right candidates are attracted. In addition, wages and work benefits should be reviewed on a frequent basis to ensure that the company is offering the best possible compensation to new hires and existing employees alike. Failure to do so can result in poor performance and high turnover rates.

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Discussion Comments


@everetra - I appreciate the tools and technologies, and I am sure that they have their place. But in my opinion the number one goal of all workforce performance management should be to find out what motivates each employee and cater to those desires.

Sure, everyone wants more money, but if I get more money and I am bored to tears, I am still going to want to quit. What motivates me is the ability to learn new technologies, and feel like I am on the cutting edge. My greatest fear is obsolescence.


@Mammmood - At our workplace we use human resource management software, otherwise known as time tracking applications. What we do is run this timer and enter what we’re working on.

The program logs all of our time and gives us a breakdown of where most of our time is being spent. It’s viewed by management as well so that they can tell where resources are being spent, misspent or where they need to be redirected.

I think it’s kind of a cool application but it does force you to think about every little thing that you’re doing every minute of the day. It becomes challenging during those inevitable lull periods when there isn’t a whole lot to do. You have to be very creative with your writing then.


@NathanG - We recently circulated a series of surveys at our workplace, where employees were asked to give their input about the company, other personnel and how to improve business operations.

It’s very similar to the 360 degree assessment, and as an anonymous survey I think it’s a smart HR strategy to get everyone to speak their mind.

The number one complaint was lack of communication, too much internal squabbling, lack of training and an absence of processes and procedures. Honestly, I didn’t put too much down in the way of commentary myself, but I think I echo all of the sentiments.

The results of the survey were read to everybody so we knew what the consensus of opinion was.


Employee performance management has to involve an annual employee review in my opinion. That may seem obvious, but if it is, some companies are missing the point.

I’ve been at my company for three years and have never had an employee review. Of course it’s a small business with less than 30 employees but that’s no excuse.

How am I supposed to know where I stand and what’s expected of me? Without an employee review we miss the opportunity to give and receive feedback. So we are stuck in an endless loop of doing routine work just to get a check.

Some employees are the proverbial “squeaky wheels” – they can march into the boss’s office and demand a meeting. I am not one of those however. I need the formal review process to air my opinions.

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