Most organisations have some form of Employee Performance Management process. We are often asked about the benefits of automating Performance Management. This paper sets out some of the major benefits organisations can realize when moving from paper based manual systems to an automated system.
We have often seen organisations where line management does not specify objectives for their staff when using manual Performance Management systems. At review time, management “make up” suitable objectives and review against these objectives. This means that staff are not being managed to desired outcomes for a substantial part of the year.
By contrast, automated systems track which managers have defined objectives to be achieved by their staff and when they set the objectives. This applies to both Development and Business Objectives. This process ensures that line managers think about what they want their teams to achieve. By conducting this process they set up a meaningful way to objectively measure the achievements of their staff. Automated systems therefore drive “performance thinking” and ensure staff are aware of their objectives for the full performance period.
Automated systems provide visibility for all managers. All Managers including the CEO can view objectives and ensure that they will achieve his/her strategy. This visibility ensures that the quality of Objectives improves. An objective that reads “Have a good year Jill” is no longer acceptable, once managers have visibility of objectives.
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