This post was originally published on this site
The field of HR has come a long way from the early days of the 1900’s. Back then, HR was better known by the term, ‘industrial and labor relations’. Now, it’s a ubiquitous part of every organization and is known by the more prosaic term, ‘HR Department’.
The HR department was initially only tasked to deal with administrative issues such as payroll and benefits administration. Today, with the way the work landscape has changed, the scope of what an HR department can do has broadened as well.
HR administrators today drive a number of functions such as:
Talent management Organizational development Employee productivity Succession planning Employee training and onboarding Performance management
Since most of these functions have overlapping areas, the HR department of an organization may choose to have a number of HR administrators who are solely responsible for one function.
While it is clear that each of these functions plays an important role in an organization, there is no function of HR that is as hotly debated as the performance management function. The pendulum swings wildly when it comes to deciding whether performance management should play a big role in an organization or not.
Why Current Performance
