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STRATEGICS OF HUMAN RESOURCE DEVELOPMENT, ., Performance management is a…
STRATEGICS OF HUMAN RESOURCE DEVELOPMENT
Coaching is a process to improve performance and focuses on the ‘here and now’ rather than on the distant past or future.
It also happens through conversation, and can take place face-to-face, over the phone, or online. It will help us make a progress in a certain area of our life, at work or to overcome a problem that we're struggling with.
NEED OF COACHING
Managers and supervisors sometimes take a narrow, reactive, and negative
view of their role in managing employee’s performance.
POSITIVE APPROACH
Their role is to empowering employees - ensure that employees know specifically what to do, can actually do it and do not face unnecessary obstacles to effective performance.
Human Resource department is one of the most important sections in any organization because it handles the most valuable assets in the form of people. For an HR manager, it is important to know when a positive approach needs to be done with respect to the employees and superiors in the organization.
In Positive approach, there will be open and regular communication between the people in the company. All the people will be aware of the status of the performance of employees. As this helps in keeping the employees for long-term some firms are following this kind of positive approach. A positive approach usually leaves the employee valued by the employer and job satisfaction is guaranteed.
WHAT IS COACHING AND PERFORMANACE MANAGEMENT
Performance coaching is an ongoing process which helps build and maintain effective employee and supervisory relationships. It can help identify an employee's growth, as well as help plan and develop new skills. Using their coaching skills, supervisors evaluate and address the developmental needs of their employees and help them select diverse experiences to gain necessary skills. Supervisors and employees can work collaboratively on developing plans that might include training, new assignments, job enrichment, self-study, or work details.
PERFORMANCE MANAGEMENT
Performance management is an ongoing process of communication between a supervisor and an employee that occurs throughout the year, in support of accomplishing the strategic objectives of the organization. The communication process includes clarifying expectations, setting objectives, identifying goals, providing feedback, and reviewing results.
ROLE SUPERVISOR AND MANAGEMENT
Manager is responsible for making decisions on what the unit does: its purpose, functions and role, and for making commitments and decisions that require the expenditure of significant unit resources. whereas a supervisor has a more internal focused responsibility for implementing the manager’s decisions through the work of subordinate employees.
HRD PROFESSIONAL'S ROLE
HRD professionals manage many projects within their HRD programs, and programs within their organizations to provide solutions to training and development, organization development, and career development concerns.
POOR PERFORMANCE
'when an employee's behaviour or performance might fall below the required standard'. Dealing with poor performance is, however, a legal minefield. This might explain why some employers tend to confuse poor performance with negligence, incapacity or misconduct.
Poor standards of work, e.g. frequent mistakes, not following a job through, unable to cope with instructions given. Inability to cope with a reasonable volume of work to a satisfactory standard.
DEVIANT WORKPLACE BEHAVIOUR
A voluntary behavior, violates significant organizational norms and, in so doing, is perceived as threatening to the well-being of the organization or its members.
One of the main harmful outcomes of such behaviors is the economic threat faced by organizations such as theft, fraud, sabotage, vandalism, absenteeism, spreading rumors, aggression, and sexual harassment
.
Performance management is a year-long responsibility and supervisors are encouraged to meet quarterly with employees to review goals and progress.