HUMAN RESOURCE Performance Management System

Performance management (PM) is a process where the manager and employee create goals and plan to be achieved and the goals must based on the operational plan of the organization together with the employee development path. The performance management system included with the performance appraisal and the employee development are said to be one of human resource management’s risk or issues.

 

 

The PM system

In the performance management system, there are four things to be looked out or focused on which are; typical data inputs, typical reports, data outflows and decision support.

Typical Data Inputs

• Data inputs in PM systems include the organizational-, job- and individual-level-data.
• Organizational level data: consist of links to organizational and unit goals also the strategies and business plans. The performance plan should align with unit and organizational plans.
• Job level data: the flow of key tasks, responsibilities and outcomes from job data sets to individual performance plans.
• Individual level data: a set of data that include all the performance criteria developed by the manager for the subordinate, the certain or particular measures that will be used to rate the subordinate’s performance on each criterion also the performance standards for each measure.

Typical Reports

• A standardize reports from HRIS is the performance contract and the annual summary appraisal for each employee.
• HRIS need to have the capability of archiving the data for long-term performance trends for the individuals and groups can be tracked for the next period’s assessment.

Data Outflows

• Data from performance mostly channeled into compensation system. This is to identified either the employee should be rewarded or otherwise from the performance result.
• The data also used for training and development of the employee (so that the training needs can be analyzed based on current weaknesses in employee performance).
• Staffing also use data from performance where the aggregated strengths and weaknesses of currently needed skills and competencies can trigger recruitment and staffing goals.

Decision Support

• Gathered performance criteria, performance measures, performance standards and recent performance documentation in one place allows managers to keep tracks of hoe each direct report is doing and what solutions need to be made to improve the performance (Evans, 2001).
• A good interfaces of performance management modules and training with the development modules can lead manager or direct report to training programs or any other activities for development based on specific performance problems noted.
• Automated PM system allow the managers to track the administrative aspect of PM.

Conclusion

The web-based performance system allow the managers to access, extract and assess their employee faster and smoothly. It also helps a lot when the performance appraisal need to be calculated empirically. This is because, the system can help them to calculate and extract the percentage for them instead of the managers need to calculate it manually. Other than that, the PM software also can be categorized either as preformatted appraisal systems (a systems that allow the developmental of customized appraisals) or as a systems that diagnose performance problems. Web-based system also provide a calibration tool for the employee performance ratings that allows for visual inspection of the distribution of ratings for a population.

 

REFERENCES

1. Armstrong, M. (2006). Performance management: Key strategies and practical guidelines (3^rd ed.). London: Kogan Page.

2. Kamini Teotia (2012). Role of HRIS in Performance Evaluation & Decision Making. International Journal of Multidisciplinary Research, Vol.2 Issue 4.