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Design Basics Of Effective Performance Management Software

Modern organizations, those which wish to foster a forward looking culture in order to enhance engagement and output, must have a sound and effective performance management software system. There can be a variety of other reasons why organizations today do want to invest in a software solution for measuring performance.              

In order for the effective use and derive maximum benefits from the system, one needs to clearly understand and define the expectations from such a system. A software solution must have processes that are useful in driving the key and crucial decisions relating to employee performance, such as increase in pay, reward and recognition programs, planning of succession and decisions relating to promotions in the company hierarchy, poor performance related disciplinary actions and many more. To achieve the said objectives, performance management software should have tools to do the job in an objective and properly documented manner. Often, there is a need to be able to differentiate between various performance level, such as incentive allocation, bonus plans etc. A software solution can have tools like performance rating scale equipped with clear indicators and criteria for determining levels of performance.

While designing a performance software solution, the organizational goals as well as the expected goals of the system must be clearly defined at the onset.

A few guidelines for effective performance software can be summarized as:

  • Alignment of employee goals with the ultimate objectives of the goals of the company.
  • Fostering a culture of a two way communication and interaction system to ensure joint responsibility and accountability.
  • 360 degree feedback system on a regular basis.
  • Addressing performance related queries like what to do and how to do the job.
  • Tools to identify developmental needs and recognize accomplishments.

A design committee can be formed who can identify and represent the views and opinions of people from every level, namely the senior and middle management, employees, as well as unions and customers, if applicable. Collection and collation of data and processing the same through a well structured design process leads to reaching a joint consensus on system requirements and goals.

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