Discuss about Performance Management process in your current or previous company your worked at.Talk about Performance Managment process in your current or previous compnay your worked at. (1) describe the key aspects of this HR function as it currently exists (2-3 pages). (2) critique the HR function they have chosen, identifying the key weaknesses and areas for improvement in the function (2-3 pages). Finally they will offer concrete recommendations to (3) improve the function in their chosen organization. Ensuring that their suggested improvements are based on a thoughtful application of HR best practices and research (2-3) pages. use below write up as a guide to background information: In this paper, I will highlight my experience with one of the most critical and controversial HR functions, that is Performance Management. Particularly, I will describe My experience From the first job right after college. When I graduated back in 2017 bachelor degree of science and electrical engineering, Back then I had no working experience and I’ve never interacted or been exposed HR. Therefore when I joined my first real job on April 2018 in one of the the biggest construction companies in Riyadh, I came with no expectations or any ideas HR functions. At that time I thought merit increase and performance management is mainly based on my the tasks assigned to me by my superiors. I had the perception that, similarly to college, there will be a guidebook or a syllabus that will show me what I need to do and the breakdown of each performance rating and next to that the percentage of salary increase. Needless to say, that I was confused on the process of performance management. As I remember from 2018, the company had a pre-stablished performance management process. In the first weeks of my new job, I met with the my supervisor to me the job role and the tasks that I’m supposed to complete. He briefly went through the goals that I need to accomplish before end of this year. There was nothing written it was only verbally communicated. I didn’t pay much attention to all the goals he mentioned. On August of 2018, I had another face to face meeting with my direct supervisor, in which he discussed my performance in a friendly manner and what I need to accomplish before the end of this year. Again, the goals that were communicated to me were general without a real measurable attributes. On January of 2019, I met again with my supervisor who told me that my performance was great however compared to my colleagues, who are more experienced, is considered average. Therefore, he told me that my performance for this year is it three out of five.And that my salary increase will be shown on April salary. After this meeting, I grown more interested to learn about the performance management the policies for my company. In general, managers are directed to conduct three meetings per year. The first meeting is to discuss the goals of the employee. The second meeting is to track the progress and provide feedback to the employee. And finally, a third meeting to communicate the performance results and assign grade from 1 to 5, where 1 is not performing and 5 it’s for an outstanding performance. The company utilizes a forced rating system, for each manager, 5% of their employees get 5, 20% will get 4, 50% will get 3, and the remaining is distributed between 2 and 1. As for the salary increase, it is changing year per year the depending on the performance of the company. This company factor is multiplied the performance score of the employee and then will result the percentage increase in employee salary. At its core, the process was designed to be an ongoing communication between a supervisor and their employees. The meetings throughout the year between the supervisor and his employee is meant to clarify expectations, recognizing objectives, set goals, provide constructive feedback and identify areas for development. The performance management to process is designed to have three phases. the first phase runs from January to March, during which supervisors set expectations and a sign measurable goals. Second phase runs from April until October, during this phase feedback are provided and performance is managed. On the last phase, which runs from November until December, it’s the time for supervisors to evaluate employees performance. HR role during this process is an advisory role to oversee and ensure the implementation of this process within the time frame.
