Page 27 - DMGT517_PERFORMANCE_MANAGEMENT_SYSTEM

Performance Management System

Notes 7. Assigning different weighting protocols

8. Viewing competency ratings
9. Viewing compensation details
10. Career advancement and opportunities available
Implementing performance management across and organization creates the potential for a large
amount of administrative overhead. Performance management process must be completed and
approved, feedback and counseling must be provided fro multiple reviewers, documents rated,
deadlines monitored, and many of these activities must be performed multiple times during
each performance cycle for each and every employee. e-performance management (e.g., Oracle’s
PeopleSoft Applications) helps organizations automate many of the administrative processes
surrounding performance management. e-performance management enables rule-based routing
of performance documents for editing and approval, the delivered language editor and results
writer tools enable standardized content to be suggested at the time of appraisal, and the status
dashboard enables all parties to track their documents as they move the performance management
process, that is, from planning to monitoring and beyond.
e-performance management offers numerous benefits, some of which are listed below:

For Managers

1. Focused and aligned performance goals have a direct influence on organizational

performance
2. Employee performance and focus areas are accessible in and instant
3. Performance management is a key part of an organization’s integrated human resource
strategy
4. Easy to drill down through performance data for initiating root cause analysis for marginal
performers
5. Getting instant feedback on performance with drill down to individual employee
performance
6. No need to write performance contracts each year, simply upload and edit from a previous
period
7. Development needs emanating from performance discussions are automatically fed into
the individual development plan

For HR Professionals

Organization-wide quality assurance of goals and Key Performance Indicators (KPIs)

Note e-performance Management Practices in Indian Organisations
Technology has changed the face of business. Many HR transactions have been automated
especially performance management. We now look at IT-enabled performance management
practices of some leading companies in India.
At Nokia India, there are no performance appraisal forms. Performance criteria are set by
employee in concurrence with his manager in the appraisal tool. Reviewing offi cer reviews
the same. This tool helps to update the goal setting and achievements periodically.
Contd....

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