DCH yesterday held the third edition of the Parliament of HR, an initiative devised by EscRHitores and driven by Meta4, which had place at the Pérez-Llorca Auditorium in Madrid. The Human Resources Parliament emerges as a meeting point for professionals in the sector with the aim of serving as a forum for analysis and discussion on issues that affect the Human Resources function.
In this third edition, some things that have been debated, like the performance evaluation, in which practically all areas of the company are involved and it is a real workhorse for the Human Resources area.
Is the performance evaluation dead? This question has been raised in this 3rd Parliament of Human Resources and that has provoked an intense debate between the defense made by Fernando Vargas, Project Director of the European Coaching School, defense parliamentarian, and the team of replicating parliamentarians formed by Begoña Landazuri, Human Resources Director of Acciona Industrial and Acciona Concesiones, and Tomás Otero, HR Manager Spain & Portugal of Norgine.
After the opening of the event by Rosa Allegue, President of the Parliament of HR and Luis Enrique Fernández Pallarés, Partner of Pérez-Llorca, hosts of this event, Fernando Vargas, as Parliamentarian Defender opened his exhibition with force exposing that they are their own Human Resources, which we have taken to the UVI to evaluate performance, supporting its line of argument in the need to make a real bet for an evaluation for the development and empowerment of people and provide quality feedback.
With the same intensity, Begoña Landazuri, exposed that people often see the evaluation with distrust, feeling threatened. Begoña Landazuri emphasizes that it is necessary to listen more and better, and that managers have the challenge of learning to offer feedback to their teams.
Next, Tomás Otero, as a Replicative Parliamentarian, questioned the usefulness of the performance assessment, reinforcing the argument put forward by Begoña Landazuri, asserting that performance evaluation becomes an act of faith and that “people get depressed after a evaluation”.
Fernando Vargas responded, relying on the data offered in the III Barometer DCH on Talent Management, he emphasized the need to look for new systems and new tools to make “connect people with the company”.
After the round of arguments presented by the Parliamentary Ombudsman and the Replication Parliamentarians of this Third Parliament of Human Resources, the President, Rosa Allegue, invited the attendees to the event, members of DCH, so that they could raise their questions. Those attending the event asked the parliamentarians questions of great importance on what kind of tools they proposed to make the various changes they exhibit.
The parliamentarians, with their answers, put the focus on the co-creation of these tools, the “tailor-made” assessment, adapted for the different groups and profiles of each company, and in a performance, as authentic “influencer”, destined to consolidate an image of “pleasant company to work” facilitating a good “employee experience”.
We can conclude that those attending the event saved the performance evaluation thanks to the votes made, in real time, through the DCH App, on which arguments they found most convincing. Results that showed a majority preference for the arguments in defense of the evaluation of performance, perhaps adding the changes proposed by the group of Parliamentarians of this Third Parliament of Human Resources.
The Human Resources Parliament will hold two more sessions this year, one of them in Madrid in July and the other in Barcelona in September.