E-PERFORMANCE MANAGEMENT

Author - Nrupa Rajhans

E-Performance Management it is very oblivious by its name that Performance management with the help of electronic systems. And as Performance Management is the function of HRM, E-Performance Management is one of the functions of E-HRM. But yet what exactly is this E-Performance Management was a BIG question to me?  And as usual our dearest “Google baba” gave me very limited an incomplete info on E-Performance Management.  And again I had a much bigger question than earlier as how will I get the information on this. This first made me search what does E-HRM exactly mean? And I found it as-

E-HRM” is typically defining as the use of computer systems, interactive electronic media, and telecommunication networks to carry out the functions of the human resources management department. E- HRM managers always strive to provide a seamless integration of all HRM services with a common goal of employee satisfaction.

This technology-assisted model of HRM is often begun as an efficiency program, but it soon evolves into a major source of competitive advantage. In addition, while some human resources management departments utilize a few virtual HRM applications, others strive to reengineer, automate and integrate nearly all of their HRM functions.

E- HRM costs lower and improve efficiency by:

• Reducing paperwork and streamlining work flow,

• Automating redundant HRM tasks,

• Empowering employees to embrace a self- service HRM delivery system,

• Keeping the company workflow fully informed about all important HR compliance issues and corporate events,

• Speeding up the response time of HRM systems,

• Ensuring that more informed decisions are made,

• Improving time management, and

• Offering a flexible model of HRM that meets the changing needs of an increasingly diverse and global workforce. 

After reading the about E-HRM, E-Performance Management become much easier to understand.

E-Performance Management, a web-based tool, has been designed to make your performance reviews easier than ever. E-Performance management places effective performance management where it belongs in the hands of managers. Performance contracting and appraisal have never been as easier with E-Performance Management. The goals of the organisation are linked to the balanced scorecard elements giving the organization an overall view of performance with drill down capability to departments, sub departments and individuals.

It’s very well said that a good performance management system works towards the improvement of the overall organizational performance by managing the performances of teams and individuals for ensuring the achievement of the overall organizational ambitions and goals.

An effective e- performance management system can play a very crucial role in managing the performance in an organization by:

• Ensuring that the employees understand the importance of their contributions to the organizational goals and objectives.
• Ensuring each employee understands what is expected from them and equally ascertaining whether the employees possess the required skills and support for fulfilling such expectations.
• Ensuring proper aligning or linking of objectives and facilitating effective communication throughout the organization.
• Facilitating a cordial and a harmonious relationship between an individual employee and the manager based on trust and empowerment.

Performance management practices can have a positive influence on the job satisfaction and employee loyalty by:

• Regularly providing open and transparent job feedbacks to the employees.
• Establishing a clear linkage between performance and compensation
• Providing ample learning and development opportunities by representing the employees in leadership development programmes, etc.
• Evaluating performance and distributing incentives and rewards on a fair and equated basis.
• Establishing clear performance objectives by facilitating an open communication and a joint dialogue.
• Recognizing and rewarding good performance in an organization.
• Providing maximum opportunities for career growth.

An effectively implemented e- performance management system can benefit the organization, managers and employees in several ways as depicted below:

Organization’s Benefits:

It improves organizational performance, employee retention and loyalty, improved productivity, overcoming the barriers to communication, clear accountabilities, and cost advantages.

Manager’s Benefits

The managers receive instant feedback on performance with drill down to individual employee performance. With this there is no need to rewrite performance contracts each year. Simply you could upload and edit from a previous period and then, development the needs emanating from performance discussions would be automatically fed into the individual development plan.

Employee’s Benefits:

Clarifies expectations of the employees, self assessment opportunities clarifies the job accountabilities and contributes to improved performance, clearly defines career paths and promotes job satisfaction.

Below is the diagram which gives us an idea about how the E-Performance management cycle works:

I would like to conclude my blog by saying that performance management serves as an important tool for realizing organizational goals by implementing competitive HRM strategies. It helps in aligning and integrating the objectives with the KPI’s in an organization both vertically and horizontally across all job categories and the levels and thus helps in driving all the activities right from the bottom level towards one single goal.

Thank You....... :)