Functions of HR. The Role of HR in a Performance Management System.

Functions of HR
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Introduction
Human resource management, also known as HRM, is the process that is used to recruit or hire and manage people within an organization. The human resource management department consists of professional, qualified, experienced, hardworking and dedicated people who are responsible for selecting, recruiting, training and providing orientation to the workers. In addition, they have to maintain a safe, sustainable, productive, friendly and professional environment within the office (Weigert, et al. 2016). The entire HR team intends to maintain good relationships with one another and with the people working in the organization. They believe in urging employees to give their best performances, take health and safety-related measures into consideration, schedule conferences and meetings and delegate tasks among the workers in order to ensure the great performance of everybody and to finish maximum projects on a daily basis. At the same time, the HR team ensures that there is no compromise on quality and that customers receive the best products, goods or services. Without the involvement of the human resource personnel, it will never be possible for a businessman to bring their company, business or organization to the peak of success. We can also say that the HR team acts as the backbone of a company because it includes the best candidates to the existing team of employees and provides them with details on what types of tasks are needed to be completed during office hours, how much salary can be expected and what types of benefits and career grooming opportunities are waiting for them in a particular organization. Various companies have explicitly said that employees are their most valuable and important asset; this clearly means that an effective team can be built only when the human resource department is focusing on each and every aspect. If it does not happen, then the growth of a company or organization will never be possible.
The Role of HR in a Performance Management System
A performance management system is a systematic approach to measure the overall performance of workers or employees. This can also be regarded as a process that allows a company to align its mission, objectives, vision, and goals with that of available resources like manpower and materials. In addition, this approach helps the company set different priorities. The first role or responsibility of the HR team is to design the whole appraisal process (Kaur & Zafar, 2014). The HR manager ensures that the process of hiring new people is simple and seamless. They assign different tasks to every team member according to his or her qualifications, skills and experience. If someone lacks sufficient skills, then the HR team arranges training sessions so that everyone can work toward a common goal and can play his or her role in bringing the company to the height of success. Another important role of the HR manager or the HR team is to keep employees aware of the performance appraisal process. They plan things appropriately and prepare employees to face challenges independently or in groups. The criterion of performance appraisal is typically clear and transparent. Regular training is provided to both experienced and inexperienced workers so that they can know the value or worth of performing well. The HR team makes workers understand that appraisals are not down to downgrade or insult anyone. Instead, its purpose is to help individuals exceed the expectations of the company owner. The HR team is always ready to guide workers on how to set their realistic goals and how to work for the betterment of the company. A person, whether experienced or inexperienced, may not be able to give his or her best if proper training and guidance are not provided.
An Effective Performance Management System Attracts, Develops and Retains Talented Employees
A successful and effective performance management system consists of six main elements: accuracy and fairness, the efficiency of the system, the system’s ability to elevate performance, good compensation decisions, the use of multiple data sources, and the formal development of coaching skills. This indicates that the effectiveness and success of a performance management system lies in how well employees are compensated and what types of facilities or benefits are provided to them (Constance, 2012). All these things can eventually attract, develop and retain talented workers. It’s safe to say that organizations or companies spend thousands of dollars and give extra time to strategies that are meant to attract the most talented and qualified people. They recruit them, train them and prepare them to face the challenges of tomorrow and to accomplish their tasks as per the requirements and rules and regulations of respective organizations or companies. For example, to attract new, talented people toward an organization, the human resource manager will offer a far better salary than their competitors in the industry. Similarly, to keep the existing people with the company for long or for a lifetime, the HR department will promise to provide them with regular increments and bonuses based on their overall performance. Sometimes, talented employees are also given additional benefits like free transportation facilities, free medical assistance, free accommodation, a private car, and others. If extra benefits along with good compensation are provided to employees, they will definitely show more interest in their work than ever and will strive for excellence. This will automatically bring a company to the highest level of success. There is a strong need to create open communication and a better, more productive and peaceful working environment. Effective performance evaluation systems ensure that the communication between employees and the manager is seamless. Plus, the working environment has to be peaceful, cultivating a culture of transparency, honesty, and sincerity. This environment should be good or fair enough to facilitate or cater to both new and existing employees. There are times when top performers leave a company, claiming that they are not happy with the way their performance is evaluated or are not satisfied with their current pay packages. Issues like this need to be resolved so that an organization can pave its way toward the peak of success. We have to admit that a performance management system cannot be called effective or successful if both new and existing employees are not happy and if customers are not satisfied with their final products. Thus, it becomes the responsibility of the HR manager and the company owner to pay attention to each and every aspect that is causing problems for both clients and employees. For instance, if one of the existing employees is not happy with the salary, the...