Performance Management- 7836- M.A.K.E.Perera (1).pptx

One of the technical aspects of HR is function evaluation. It entails comparing different aspects of the entire human resources function. This can include the level and reach of employees, the location and hours of employment, the state of the economy, the duties of the position, and the overall value the position adds to your company. Function evaluation is based on the idea that similar jobs should be given similarly.
There are different ways of internally ranking functions.
Ranking method: A method in which subject matter experts rank functions in terms of how much they contribute to the organization as a whole. Functions are paired, and raters have to decide which one is more valuable. This is done with all functions, and based on the outcome, a ranking is established.
Classification method: Classification techniques can also be used to divide jobs into various groups. In this instance, a ranking is produced by first classifying the jobs, and then ranking them within these categories. Education, experience, the level of specialized skills required for the job, the demand for these skills, and other factors can all be categorized.
Points method: Positions are ranked by the elements that the company feels are most important to its success. Next, points are given for each job in every category. Key competencies like problem-solving, technical expertise, persuasive and communication skills, inventiveness, business acumen, and so forth can fall under these categories. Each organization will have different needs in these areas.
Importance of function evaluation
Function evaluation helps the HR department ensure that the company is successful at both a strategic level and with service delivery and support. That way, the company can deliver the level of services required while operating strategically.
organizations identify their employee’s strengths and weaknesses. This can help the organization determine how to maximize employee strengths and address any weaknesses.
organizations can identify areas where employees need additional training or development. This can help improve the overall performance of the organization.
Evaluating human resources can help identify areas where employees feel valued or underappreciated. This can help the organization take steps to improve employee engagement and reduce turnover.
Evaluating human resources can help ensure that employees' goals are aligned with the organization's goals. This can help improve overall productivity and ensure that the organization is meeting its objectives.
HR analytics is the study of human resources and their impact on the company's business performance. Businesses use HR analytics to make personnel decisions, restructure company policies, and make more data-driven decisions for the company. Data-driven decision-making helps the company make decisions that have measurable results that the company can compare to past data or save for the future.

1. PERFORMANCE MANAGEMENT M.A.K.E Perera 7837

2. INTRODUCTION 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. Importance in, Goal Alignment Employee Development Motivation and Engagement Succession Planning Data-Driven Decision Making

3. Overview of HR Analytics and role in the HR function HR analytics is like having a magnifying glass for your human resources data—it helps organizations make data-driven decisions about their workforce. Now, let's see how it plays a role in performance management . Data Collection HR analytics involves gathering and analyzing data related to human resources, including performance metrics. This can include employee performance ratings, key performance indicators (KPIs), and other relevant data points. Resource Allocation Analytics can help organizations allocate resources more effectively. For instance, if analytics reveal that a particular department consistently outperforms others, HR can recommend allocating more resources to that department to further enhance overall performance. Training and Development By analyzing performance data, HR can identify skill gaps and training needs. This ensures that training and development programs are targeted and address specific areas where employees can improve

4. Global Companies Example Google Known for its data-driven culture, Google utilizes HR analytics extensively. They use people analytics to identify patterns in employee behavior, preferences, and performance . Amazon Amazon is known for its emphasis on operational efficiency, and HR analytics plays a crucial role in achieving this. The company uses analytics to optimize its workforce, ensuring that employees are placed in roles where they can maximize their potential and contribute to overall organizational success . Microsoft Microsoft is another example of a company that effectively uses HR analytics for performance management. They use data to evaluate employee engagement, identify high-performing teams, and tailor their talent development programs to meet the evolving needs of the technology industry.

5. Local Companies Example Standard Bank (South Africa) Standard Bank, one of the largest financial institutions in South Africa, has embraced HR analytics to enhance its performance management strategies. By leveraging data, they identify key talent, assess employee engagement, and make informed decisions to improve overall workforce performance. Ping An Insurance (China) Ping An, a prominent insurance and financial services company in China, utilizes HR analytics to streamline its performance management processes. The company analyzes employee data to identify high-potential individuals, enhance employee satisfaction, and make strategic decisions to drive business success .

6. Practical examples of how Google company applied HR Analytics, the data they used, and the outcomes they achieved Employee Engagement Google might gather data through employee surveys, feedback platforms, and collaboration tools. This data could include responses to questions about job satisfaction, team dynamics, and work-life balance. Training and Development Google might collect data on employee participation in training programs, performance improvements post-training, and the relevance of training content.Application : Analyzing training data helps Google assess the effectiveness of development programs, identify popular courses, and understand the impact of training on individual and team performance . Performance Reviews and 360-Degree Feedback Google might utilize data from performance reviews, 360-degree feedback, and project performance metrics. This could include individual and team ratings, peer reviews, and project completion data.

7. Key Challenges or Limitations faced in the implementation of HR Analytics in the Performance Management Data Quality and Availability Data Privacy and Security Integration of Systems Ethical Considerations

8. Recommendations for organizations looking to adopt HR Analytics in the Employee Engagement Define Clear Objectives Clearly articulate the goals and objectives of integrating HR analytics into performance management. Understand what specific insights or improvements the organization aims to achieve . Invest in Data Quality and Governance Prioritize data quality and governance to ensure the accuracy and reliability of the data being used for analytics. Establish clear data governance policies and practices . Collaborate Across Departments Foster collaboration between HR and other departments, such as IT and finance. This ensures that data is collected, integrated, and analyzed effectively, leveraging the expertise of different teams.

9. Conclusion In conclusion, adopting HR analytics in performance management represents a transformative step for organizations seeking to optimize their workforce and achieve strategic objectives . Strategic Alignment Ensure that HR analytics initiatives align closely with the overall strategic goals of the organization. The insights gained should directly contribute to improving performance in areas critical to success. Technology Selection Choose HR analytics tools that meet the organization's needs and integrate well with existing HR systems. User-friendly technology encourages adoption and engagement.