Individual Performance Management must be built and practiced in accordance with the goals and processes of the Organizational Performance Management. In addition, the linking plan for HR system and the individual’s performance indicators and weight of value, depending on their scope of duties and responsibilities, must be supported.Unlike foreign corporations where HR management is centered on duties; the scope of duties and responsibilities of the individual in a domestic corporation is variable, depending on their competence and experience. Also, it is sometimes necessary to flexibly change the definition of performance in a fast-changing business environment. Thus, we must have an individual performance management system that conforms to such realistic terms. Furthermore, alternative performance management measures can also be implemented for function managers who are having trouble setting quantifiable indicators and goals.
Consequently, Individual Performance Management requires the necessity to develop into a system that can estimate and embrace the nature and exceptions of the business sector and the workforce, and ultimatelyestablished a way where the Performance Dialogue that accelerates improved performance in the field, is actively enabled. HCG proposes alinking plan for HR system as well as the indicatorsand processes under the direction of individual performance management in accordance with the nature of the client’s business and function organization.