As an HR manager, you have been asked to develop the performance management process for a company. What would be your recommendations? What policies need to be implemented to ensure fair performance evaluations and frequent conversations occur between the manager and the staff members? Provide an explanation for your response. Support your response with APA-cited references.

Response: I would say that to develop an effective performance management process, I would recommend implementing a structured approach that emphasizes continuous feedback, clear expectations, and objective evaluations.

The plan would include establishing SMART (Specific, Measurable, Achievable, Relevant, Time-bound) objectives/goals for employees that align them with organizational goals (Heneman III, 2019). Ensure that both managers and employees understand these goals from the start, so an adequate foundation is established. Next, establish regular one-on-one meetings (e.g., monthly or quarterly) between managers and staff to review progress, address challenges, and adjust goals as needed (Dessler, 2020). This encourages ongoing conversations and reduces surprises during formal reviews while also providing consistent feedback. This leads to the third item, incorporation of feedback! Feedback from peers, subordinates, and supervisors' aids in providing a comprehensive view of performance, creating a more balanced evaluation (Dessler, 2020). In addition, this process allows for issues to be caught early on and corrected sooner. Fourth would be training, providing training on a regular basis will allow constructive feedback, setting realistic goals, and conducting unbiased evaluations. This also helps maintain consistency and fairness in the organization. Fifth, I would say would be developing and communicating a standardized performance metric to ensure all evaluations are objective and equitable (Heneman III, 2019). Finally, we should maintain detailed records of performance discussions and decisions to track progress and provide transparency. Again, this lays a foundation for consistency and adequate record keeping in the organization.

These policies create an environment of open communication and fairness while also supporting both employee development and organizational success.

Does the response answer the question if so how if it doesn't how can it be made better.