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A skilled workforce is an organization’s vital spark and most valuable assets. Companies have to work really hard when it comes to finding and recruiting top dynamic talent. And consequently, it gets harder to train and retain them.

Typically, it takes more than just formal training to augment employees’ productivity and performance. The most effective and proven idea is to motivate them in order to make them self-driven and develop some esprit de corps. However psychological the subject might seem to be, you can still appoint technology to perform manoeuvres and deal with human performance.

Believe it or not, software solutions can establish self-supporting processes that make it easier for you to track results and identify areas that need your attention. Indeed, there exist dedicated performance management software that helps managers perform these not-technical jobs accurately. Here is a glimpse of how you can make the best use of software in human capital, talent, resources and performance management.

What is a performance management system (PMS)?

In a nutshell, this system works as a tool for managers and organizations to:

• Efficiently recognize and trace workforce performance
• Track growth in alignment with organizational goals
• Effectively document appraisals
• Perform individual evaluation
• Track and keep a record of team activities
• Develop accurate job profiles, KRAs, and programs that help organizations sustain and grow

Companies operating internationally find such systems highly effective, hence every one of two companies duly consider investing in such performance management solutions. Ultimately, these tools aid to track and ensure that company goals are met.

Why do you need a software to manage performance?

If you perform a particular job manually, it’ll take you truckloads of mind-boggling hassles, whereas a software would perform the same tasks efficiently and quickly. These are the prime benefits:

1. Feedback management to increase engagement:

Many employees (most millennials) appreciate timely feedback and recognition. When you have a system to track performance, your managerial tasks speed up, and you can easily spot areas where you can provide effective feedback, a token of help or advice; which eventually will lead to increased engagement of employees with managers.

2. Performance reviews are simplified:

Since the software would contain all time data of performance and goals, you can conduct performance reviews in time. Since managers remain engaged with the employees all the while, employees would be faithful and stress-free at the time of their quarterly or annual performance review. Thus, the software can help you with better communications and simpler performance evaluation.

3. Managers can identify and reward right performance:

The software can track set goals and the pace at which they are achieved, how an individual has performed over time and how smartly they have taken up challenges and dealt with them. When managers have this data readily available, identifying and rewarding an exceptional performance becomes a piece of cake. On the other hand, hard-working professionals would feel valued when their efforts are recognized and rewarded on time.

4. All data at fingertips:

As a manager, you can feed entire employee performance database to the system. Owing to the internal mechanisms and functionalities, the software keeps a record of a high volume of employee performance data that you can fetch anytime to make important decisions.

5. Easier competency and skill management:

The system that keeps track of how your force is performing will tell you what skills you need your employees to train with, what they lack and what resources you need. You can manage their high and low performing areas and guide them where they are most agile.

6. Develop welfare programs:

Because of the 360-degree overview of employee performance and engagement, managers can decide and implement rightly suitable welfare programs that boost their morale further. Some systems even provide coaching management that helps employees sharpen additional skills to perform higher.

7. Insightful analytics and reporting:

Since the software is laden with all-round data, you can generate a variety of reports that give you insights on happenings in different departments, averages on performance and production speed, engagement levels, areas of struggle, areas that need your attention and more. These analytics are vital in decision making to improvise organizational performance as well as employee morale.

8. Peer networking:

Some performance management systems even allow you to frame boards and forums where employees can connect internally and discuss problems and solutions with peers. This leads to increased inter-departmental interactions and accelerated problem-solving.

Bringing it all together:

While boosting employee morale takes motivation, encouragement, constructive feedback, resources allocation, training programs and more; technology comes to your rescue with such performance management systems that make reporting and decision making easier for managerial bodies. With the aid of such software, you can accurately build employee talent profiles, perform analytics and plan further development. Do you have a system in your company that helps you automate these tasks? If not then now is the best time to implement a one.

Author Bio:
Sanjay Darji works as a software analyst at SoftwareSuggest. His interests include hr software, performance management, employee engagement, photography, and food. In his spare time, he likes to spend time with his son and catch up on the latest technologies. You can follow him on twitter at @sanjaydarji01.