The main reason for setting up performance management in a company is the search for the highest level of performance for every employee. Many possibilities are available for you to achieve this. PeopleSpheres offers you in its White Paper 5 tips particularly relevant for an effective performance management.
Performance management is about motivating employees and trying to use their skills and abilities at the highest level, not just judging them on the results they deliver. Performance management is therefore a way to motivate employees to give their best, save the company time and increase productivity.
Today, the imminent arrival of young people from Generation Z in the business world requires the development of performance management because they expect to be recognized and rewarded for their individual contributions to the company's performance. Managers must therefore establish clear and transparent rules, which can encourage motivation and commitment. Simply put, managers set goals and detail ways to achieve them through a training program, for example, or during an appraisal interview. This is a typical performance management.
Performance management: use HRIS tools
With this in mind, talent management and performance management through the creation and use of an HR portal (or HRIS) helps to establish communication between the manager and the employee about his performance. Each employee can manage and share a lot of information, such as his potential for improvement, goals already achieved or to be achieved, his career plan and his skills.
This information is then easily accessible by the manager who can monitor the performance of his employees throughout the mission.
Therefore, this performance management solution allows the HRD and manager to identify the best members of the team: talents that can be placed in a number of strategic positions in the company. Performance management can also entail creating talent pools by comparing skills and competences, identifying skill gaps and putting in place development and training plans to address these deficits.
These pools will ensure the replacement of future available positions and avoid turnover. Managers will be able to consult information on talents to determine with certainty if the employee corresponds to the position or not, according to his skills.