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Human Resources are responsible for initiating the performance evaluation Procedure for the department to evaluate the performance of its employees. In addition to it, Human Resources are tasked to design and produce the Performance Management System.

Human Resources would have to know the business because of its critical success factors. Human Resources play the role of business partner of the business. The key performance indicators KPIs will derive from the company indicators. These signs can be tangible or intangible. In the companywide KPIs, department would then establish its section KPIs.

The majority of us would have the ability to establish this degree of KPIs as Human Resources would organize workshop to make sure each department understand and get the establishing KPIs, namely Finance or price KPIs, Quality KPIs, client satisfaction KPIs, workers learning KPIs and facilities or environment KPIs. Human Resource would collate all these information and tracking the progress from quarterly, half-yearly to yearly.

Human Resources also need to design and create a reward system when the Section KPIs are achieved. Ahead of this benefit system development, the performance evaluation for people, that is for managers, executives and operatives.

 Each level would require unique KPIs. In the KPIs, the payment, ex-gratia payment, bonus payment and non-monetary rewards like holiday trip, special celebration, recognition for division or group in addition to individual could be taken into consideration for the design and development of the rewards system. Human Resources are to align with the Reward System to Performance Management System with KPIs.

Human Resources must further evaluate the competency of the workers. Similarly, Human Resources would have to guarantee the alignment of the company core learning abilities with the individual competency. The resulting difference is that the learning gap to be shut through appropriate media, be it online learning, mentoring, training, self-development or attending class, seminars and workshop.

Performance Evaluation is the process to establish the manifesting generator competency and the Learning gap and reward system. Performance increment would rely on the performance appraisal input for the department and the direction for decision making. Human Resources would craft the letter and notice to communicate to the workers. This is also an important matter. Human Resources are the corporate contributor and are accountable for employee’s communication.

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