Performance management is a process that measures the performance of employees. A qualitative and quantitative estimate of the fulfillment of their objectives. It is a powerful tool for the HR manager, which can lead to changes in the organization.
When employees are actively involved, HR management can find several benefits in performance management:
- Improving employee performance.
- Helping align objectives.
- Identifying strengths and weaknesses.
- Increasing motivation and job satisfaction.
- Making it easier to know when an incentive is justified.
- Improving communication with employees.
Performance management in the new reality
With the current situation, work performance can be affected by working remotely. A lack of physical contact hinders the sense of belonging and the possibility of creating a strong organizational culture. This situation, in addition to affecting productivity, can generate stressful situations, loss of motivation, and has a negative impact on decision-making.
According to an article published by Forbes, isolation is the main concern of remote workers. Faced with this new reality, performance management becomes an essential tool to identify the critical points to be addressed by remote HR management.
Performance management techniques
One of the methodologies used are graphic scales. These assess the different competencies of an employee –innovation, creativity, cooperation, productivity– by means of a score. On the other hand, checklists are a quick and effective way to measure many skills: punctuality, dynamism, strategy, or tolerance, among others.
BARS (Behaviorally Anchored Rating Scales) are another very efficient management procedure. These are scales that help to measure the employee’s behavior. In this way, we can group a list of positive and negative attitudes of the employee to get examples of appropriate or inappropriate behaviors. This technique orders the behaviors and establishes a scoring scale.
Two systems that are also used in the evaluation are peer comparison and forced ranking. Peer comparisons evaluate employees by groups and compare the results of each one within their group, while forced ranking puts employees in a classification by categories. An example of a category might be productivity. In this case, it classifies whether their productivity is excellent, good, fair or poor, depending on their performance.
Technology is the best ally for performance management of teams. In this sense, having a flexible solution such as Talentia HR Suite is a way to involve employees and turn them into proactive agents of their career plans, even remotely. It is the most innovative HR management software on the market to maximize talent development.
The Talent module, within Talentia’s HCM HR management software, allows HR managers to design evaluation models thanks to its performance evaluation features. With this system, you will be able to evaluate the work of your employees, encourage recognition and communication, define flexible objectives and improve decision making. In an increasingly competitive market, knowing your employees’ capabilities and maximizing their talent is key to success.