This positive, recent and gradual change in the HR Performance Management systems in the Indian organizations has been accompanied by a recognition of the importance to the employee and the institution of relating work performance to the strategic or long-term and overarching mission of the organization as a whole.
Today, in most of the Indian organizations, the employees' goals and objectives are derived from their departments’, which in turn support the mission and goals of the organization.

The HR performance management process provides an opportunity for the employee and performance manager to discuss development goals and jointly create a plan for achieving those goals. Development plans should contribute to organizational goals and the professional growth of the employee.

There has been in the recent past an increased emphasis on the necessity of making the transition from a bureaucracy to a network organization. The new HR Performance Management Model emphasizes a focus on decision-making and accountability at the level where the work is done, development of a service culture that rewards team performance, and integration of operations.

The most critical element to the success of this new HR Performance Management model is the adoption of a customer service orientation, a flexible attitude in the face of constant change, and streamlined business processes supported by networked administrative systems.
 

~ Category editor Sakina Kadiwala. copyright data indianchild.com

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