4 Ways HRMS Software Can Improve Performance Reviews
Performance reviews offer a great chance to provide feedback to an employee as well as motivation, direction and support. Are you maximizing the value of the performance review experience? Your HRMS can be the foundation for performance reviews making them more efficient not only for the employee, but also for you as an employer.
1) Your HRMS Allows for Long-Term History
Employee development shouldn’t just be viewed at a point in time snapshot, but instead charted as a journey. If an employee is transferring jobs or recommended for a promotion, performance review details can be helpful for decision makers. Are you still keeping performance review data on paper? Increase accessibility to this valuable information by keeping it in your HRMS readily available at your fingertips instead of in a misplaced file or someone’s hard drive.
2) Streamline Administrative Tasks: Get HR out of the Paper Pushing Role
Let’s face it, you’re always going to have a few people who do not prioritize performance reviews. If you have an HRMS to support your processes, it becomes a lot easier to run reports and identify the stragglers as well as to pro-actively send reminders to managers when deadlines are looming and system tasks are waiting.
3) Get Valuable Feedback Easily from a Variety of Sources
Back in the day when performance reviews were a paper process, a manager would need to send out emails to solicit feedback, follow up, copy/paste it…and that was assuming that a person even responded to the feedback request. By using your HRMS to handle the document management and feedback process, it becomes easier for everyone involved - your HRMS compiles the required data in one place. It is also less stressful for those receiving the requests for feedback since they’re all in one place rather than a variety of request methods.
4) Data Mining Performance Details Provide Insight
When all of your employee performance data is in your HRMS, reporting on it becomes a piece of cake. In particular, if you have a strong analytics team, you can use performance data as a driving metric in your reports. What is the education level or years of experience of your top performers? How about employees who have shifted in review ratings, was that due to a positive or negative policy change, or do certain managers bring out the best in employees? By keeping performance data in your HRMS, this analysis can be done much faster and lead to quicker decision making.
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