Human Resources Performance Management System

In a very fast pace global environment where the market is evolving, there is an
imperative goal for an organization to scrutinize the benefits of performance
management. Wherein, the employee’s performance is given more importance in an
organization, in measuring the performance of the employees. A systematic approach in
assessing their performance is used, an approach which aligns the mission, goals and
objectives and set priorities in an organization to function effectively and efficiently.

Strategic Execution Framework is commonly used in companies to maintain their

focus and align their goals and projects with key initiatives to achieve desired results.
This includes characterizing and conveying the activity parts and responsibilities or
duties, and set their needs between the administrator and its subordinates. It includes
office, association and representative shared objective that are lined up with assets and
frameworks. Shared objectives will be the channel in providing goals with clarity, which
will help business processes and business mechanisms. Providing guidance, trainings,
coaching and mentoring to employees are more likely useful in improving the
competency, skills and knowledge gaps on the employees at different levels and
designations. Especially if each individual is clear about the expectations as to their role
and work together in putting effort to meet the required performance standard. This can
be applied in an organization or even in a single department/function, which aims to
measure and continuously monitor the performance standards against the desired goals
and objectives. The implementation of Performance Management System doesn’t come
out without a purpose. Based on Section 3 under Republic Act 10149, it is believed that
managing employee’s performance is the key factor in establishing systematic
Managing Performance System which has six main purposes in a company. The first
one is being strategic, which states that an employee must have the organizational
strategic goals which is linked with each activity performed by every department.
Second is administrative, which merits the competency and skill level of employees.
This would help in identifying the performers, non-performers or under performer
employees in an organization. Thus, it clearly defines the administrative role as well and
supports the management decisions. Third is communication, which is really required by
the employee in order to improvise his performance to indicate the key areas of
improvement. Further, effective communication channel is a great tool to inform
employees about their job responsibilities, goals, key deliverables and performance
standards. The fourth main purpose is developmental, wherein the manager can
use various methods like training, mentoring, coaching etc. and them their team
members to perform better. It is a way in communicating the positive feedbacks,
improvement areas, and development plans. Fifth is all about organizational
maintenance, the purpose of this is to use various tools and techniques in measuring
employee, department and organization achievements and evaluating the
performance gaps. Lastly is documentation, having performance management reviews,
feedback and forms that are documented and are maintained helps in driving the
organizational needs to desirable objectives. Hence, it would enable them to look
forward, set new targets, design developmental needs, design training and learning
programmes, and career progression of employee and for department.
Indeed, the employees are considered as an asset by the organization.
Therefore, managing employee’s performance is the ultimate need of an organization
that serves various benefits to the department. As it supports, motivate, provide,
defuses, and assess employees to provide better results on the performance targets
and standards.
 Human Resources Recognitions and Rewards

Acknowledging once effort and hardwork plays a significant role in

every work environment, during which employee’s efforts are given appraisal,
acknowledge and appreciation in an exceedingly fair and timely manner. This will be
done through intrinsic or extrinsic ways to acknowledge people for his or
her performance. Rewards and recognitions somewhat includes appropriate and regular
financial compensation, still as employee or team celebrations, recognition of years
served, and/or milestones reached.
From the past years, Rewards and Recognitions towards the employees
and the employee have quite evolved and countless new trends within the rewards
landscape are anticipate to alter the form of the longer term. In statement No.1 of the
revised policy of the Civil Service Commission Resolution No. 010112, dated way back
January 10, 2001. Program on Awards and Incentives for Service Excellence (PRAISE)
states that, every department or agency shall establish its own employee suggestions
and incentive rewards system. An incentive are some things which would inspire an
employee to contribute towards advantage of the organization. To develop this an
infatuated set of individuals should be appointed who are chargeable for the
implementation, managing, and establishment of reward programs, to successfully
implement a productive system. Employees want fairness in giving compensation and
benefits the maximum amount as they require meaningful and fulfilling work. a part
of what makes work more meaningful is recognition for employment well done, or more
specifically, frequent praise and awards for his or her efforts. Employees usually had
their experiences from their past jobs and encounter which they tackle and share with
those of other companies. A system or organization that recognizes and rewards
employees builds a positive brand especially when its employees talk positively about it,
and recognizes and rewards its employees won't not just only be known for its
productivity but also for its good leadership practice and other people management
skills. On the other hand, the employer will enjoy an empowered employee delivering
good results. In fact, Reward and recognition cultivates a positive relationship between
employers and employees, wherein employee will become confident and satisfied with
their work. Promoting employee morale can contribute to lowering the employee
turnover too. One of the most effective ways to live the success of an R&R program in a
corporation is to hunt direct feedback from the staff. Another effective and sufficient way
of measuring the performance of R&R programs is to live the before and after
satisfaction levels of the workers.
One of the major benefit of a successful incentive, rewards and recognition
program is that it nurtures organizations to improve their talent and retention rates.
Hence, analyzing the changes in retention rates can also help organizations measure
the success and development of their program. Employees do more when they are
recognized and rewarded for good work and it encourages development and career
growth since it puts the employee in the position to do more and elevate their work
performance. It gives employees the inspiration to do more and be more to what they
are and exceed the expectations the company has from them. Moreover, it helps them
boost their confidence towards their career.
 HUMAN RESOURCES RECORD MANAGEMENT

In the world of human resources, record management is the most interesting and
critical activity they do on a regular basis. With the constant increase in employee
numbers, there is a numerous of personnel data that must be correctly managed during
each employee's stay. More so, employee record management is very essential, not
just to keep track of your human resources but also for legal and audit purposes.
Additionally, keeping accurate records can help recruitment, identify gaps in skills, and
save time while performing administrative duties. And also, to improve Human
Resources department and ease the burden during inspections, there are some aspects
that must be consider such as preventing litigation, ensure competency, continue
networking, for employee and managerial review, and meet legal requirements to
improve the accuracy of your employee records.

For a variety of reasons, the department collects and stores employee information
in which the employees are informed of the reason for which the information is needed,
as well as the bodies or agencies to which the department may release personal
information in order to comply with privacy regulations. In addition, Human Resource
Information acquired by the Department may be stored in personnel files either
electronically or in hard copy form. As a matter of fact, employee information is collected
and maintained by the Department and its schools in compliance with the different
legislation such as Public Records Act 1973; Fair Work Act 2009 (Cth); Privacy and
Data Protection Act 2014; Freedom of Information Act 1982; Occupational Health and
Safety Act 2004; Health Records Act 2001; and the Workplace Injury Rehabilitation and
Compensation Act 2013.

Furthermore, both management and human resources benefit greatly from an

excellent personnel record system. It assists human resources in evaluating which
personnel are the best fit for the firm. The records also play an important role in
management decisions such as firing and resigning employees. This helps to ensure
that employees are well-motivated and contributes significantly to the organization's
overall performance. Organizations who do not keep these data, on the other hand, may
face difficulties if they need to lay off some personnel. As a result, records of individual
employees' performance will aid in determining these facts. This assists the company in
assessing whether or not an employee's contract will be terminated or renewed.

Ultimately, Records Management ensures that institutional records of critical

historical, fiscal, and legal value are identified and preserved, while non-essential
records are discarded in accordance with established guidelines and identified
legislation. With that, the Human Resources (HR) department maintains records for the
most precious part of your company–people. Paper-based records stifle this
information-intensive division. Enterprise Content Management (ECM) enhances
record-keeping efficiency, increases security for compliance control, and saves you
money.
 HUMAN RESOURCES COMPENSATIONS, WELFARE AND BENEFITS

Attracting and retaining the best employees is essential for long-term organizational
success. The design and implementation of an effective compensation and benefit
system is a salient component in keeping such employees. Compensation and benefits
are the monetary and non-monetary benefits that a company provides to its employees
in addition to their salary. It is a function of the Human Resource Management
Department in which payments and other benefits is administered and managed by a
Human Resource Officer.

In large organizations, competition exists not only in the market for goods and
services, but also in the market for employee quality. As a result, a large organization
can only become appealing to the most skilled and high-quality workers if it has an
effective compensation and benefit plan. The primary goal of an effective compensation
and benefit system is to provide employees with the appropriate rewards for their efforts
and behavior in the workplace. Typically, it is an important aspects of an employee's
satisfaction at work, as they have a direct impact on an employee's performance and
motivation to work.

Currently, compensation and benefit plays a remarkable role for the organization
that aim to accomplish their objectives and goals. Low compensation and benefits will
lead to poor performance, which will lead to dissatisfaction, which will increase
absenteeism in employees and reduce the outcome. On the other hand, to help create a
successful workplace, HR professionals must take the lead on wellbeing and
incorporate it into their people strategies. Data collection, workforce engagement,
measuring results, listening to feedback, and improving policies and practices are all
part of this process.

Furthermore, there are two types of compensation: direct and indirect. Direct pay is
the employee's wage or salary while indirect pay consists of various employee benefits
and services. Employees are typically compensated directly based on the amount of
time they work, the amount of work they produce, the type of work performed, or some
combination of skill, time, and output. Different establishment of incentives, which in turn
aids in the retention of employees' motivation to achieve more and faster.

Finally, compensation and benefits are an important aspect of human resource

management because they help employees stay on the job. These incentives keep
employees motivated to work harder in which it enables the organization to reward its
employees based on their performance which help them to excel in every endeavor they
undertake and ensure that employees understand that the company values and
appreciates them.