In order to optimize employee performance, it’s necessary to have systems in place to record specific employee goals and then measure each employee’s performance as it pertains to achieving those goals. It’s very important for goals to be well defined and effective systems to be established to achieve optimal performance, but once these key pieces are in place, HRIS software can help to make performance tracking and management much simpler. HRIS can also help management produce highly effective performance reviews to further improve performance management.
Optimal Goal Setting
Although technology has changed many aspects of human resources management, using the “SMART” acronym is still helpful when setting goals. Making goals Specific, Measurable, Attainable, Relevant, and Timely can help employees to be more clear on what the goals are and how and when to achieve them. This can help with prioritization for both employees and managers.
HRIS can help to alter the view of employee performance from a “snapshot” approach to a “progressive” approach. With employee performance being tracked on paper, it is difficult to see the continuous process of employee development and performance. With employee data being saved and available in one place using HRIS, the journey becomes clearer and it is easier to spot patterns and see improvements or opportunities.
The data about employee performance that is gathered and tracked using HRIS should not be moving in only one direction. Managers benefit greatly from using HRIS features to give employees feedback on a highly regular basis, whether it’s on a day-by-day or goal-by-goal basis. By showing employees exactly what was done right and what could be improved as projects are completed, managers can dramatically improve productivity and the quality of work.
Ties Actions to Consequences
If employee performance management is disorganized or untimely, employee actions may not be tied directly to consequences. This is dangerous, as it undermines the effectiveness of incentives and penalties in managing employee performance. The real-time reporting that HRIS allows managers to have access to allows managers to respond to employee performance immediately, rewarding great performance as it occurs and working with employees to improve poor performance before the bottom line is affected.
Collect Feedback from Peers
Using HRIS to track numerical results only is a mistake. HRIS open up opportunities to include feedback about employees from other employees, managers in other departments, customers, and the employees themselves when tracking performance. Reviewing information from all of these sources may give managers a better-rounded view of an employee’s performance and allow managers to personalize employee development methods more effectively.
When HRIS is used regularly to track employee achievements, training, and errors, generating performance reviews becomes much easier. It is no longer necessary for managers to try to remember events from immediately after the last review or to arbitrarily gauge overall progress. Concrete facts and notes are available in the system, so managers can review the employee’s performance and give a review based on the whole picture of the employee’s life within the company rather than pieces gleaned from past reviews and impressions.