Performance management is at the top of the people agenda at every organization

Performance management has been seen as a gradually bureaucratic process under the control of HR that isn’t adding value to the business longer. It might be handling performance but it’s not improving performance. But recently companies really started a sharp upturn in organizations’ making changes to their performance management systems. 

Let’s start by looking at the various factors that are pushing performance management to the top of the people agenda:

·         The workforce is evolving

 As employees, we’re looking for a diverse relationship with our employers, framed around opportunity, development and training. We’re less interested in measurement and grading.  They’re more digitally practicality and expect the technology that they use at home to be mirrored in their working lives. So our current and existing performance management solution want to be updated and modernized to make definite they’re fit to manage our future employees.
The nature of work has changed
It’s increasingly apparent that the work we do isn’t guarded by an annual cycle. More often than not, we don’t report into just one manager and, in the new digital age, we often work on global projects in cooperative networks, not just a single team. The conservative model of performance management with an yearly appraisal and rating from a single line executive no longer fits.

·         Technology allows measure performance differently

 Some organizations’ now use internal social media approaches to recognize individual’s efforts outside of the traditional cycle. Others have found ways to measure genuine value generation and map this into encouragements.

·         Maximizing productivity post-recession

Need of drive productivity across the workforce is more vital than ever. These days organizational distinctiveness is key to a competitive edge.  Employees are important to this, so the way performance is articulated and assessed is essential.

·         Embedding cultural change

Some sectors financial services, oil and gas, energy, utilities or mining for example  are under increasing pressure to change characteristics of their organizational culture.  Performance management can support this change by making sure that the desired behavior’s and goals are mapped into the performance management system. Risks can also be addressed through the process with clear significances for those who fail to live by them.

A strong performance management process is vital to ensure alignment. Transparent and efficient performance management solution assists managers to examine the performance of their workforce on daily basis. PeopleQlik performance management Software is the best that streamlines your business procedures and empowers your HR team to deal efficiently with these challenges.