One of the most common issues facing clients I work with is the management of employee performance, both in terms of performance reviews and underperformance.
These reviews are often the bane of existence for many organisations, from both a leadership and employee perspective. They’re time consuming, often poorly implemented, and if truth be told, HR rarely does anything with the data. Not because they don’t want to, but because it’s cumbersome. Gathering reviews, entering data and then analysing it is a somewhat fanciful notion in the face of higher risk matters that require immediate attention.
There is however a bevy of affordable HRM solutions on the market that can help alleviate the burden of managing performance, whilst also being highly intuitive, customisable, and automated. What this means is that organisations can now set up highly specific performance templates across single or multiple review periods and filter them out across their organisation at the click of a button, with the information instantly captured within the HRM. From there the data can be analysed in custom reports. On an ongoing basis, managers can interact with employees around KPI’s, goals and tasks, with everything being tracked in the system. This makes interpreting data and tracking performance incredibly simple and tangible.
Performance Management can be a tricky area, but risks surrounding performance and termination can be greatly mitigated if managers are diligent in recording and capturing issues as and when they occur. In addition to performance reviews, many new HRM’s have the ability to create a customisable performance management tab where discussions can be dated and recorded, with any relevant documentation being saved against the employees record also.
Storing all performance matters in one system offers a chronological account of performance and gives an employer strength to act. It also keeps a running track of every employee should a manager exit the business so that the business doesn’t find themselves starting back at square one.
So, when considering what HRM is right for your business, look beyond the basics of payroll and recruitment, and consider how an HRM might help you manage your employees to build a stronger workforce.