Role of Technology in Performance Management

Automation of Technology:- As todays generation is highly technology-oriented,

organizations are taking additional efforts to keep themselves updated in this
arena. A new Iphone mobile application is being used by both managers and his
team members to make sure goals are achieved.
Strategies adopted by organizations is allocation of tasks in such a manner that
there is achievement of both financial as well as non-financial goals.
Human Capital Management applications assist in various HR functions such as
assessment of budgets, reviewing salaries of employees, downloading relevant
profiles, monitoring of team performances etc.
Kony HR is one such mobile application that assists in approving employee
attendance, ensures there is detailed workflow, speedy resolution to problems
etc. The employee experience in such a scenario is excellent.
Performance management system is inclusive of performance appraisal,
professional development and succession planning.

 Online programmes keeps a check on the roles and responsibilities of

employees, identification of their performance issues, whether they are keen
on performing etc.

Source:- www.slideshare.net

Usage of Technology by TRW

TRW is one such company that is making use of the online platform for
performance management and appraisal.
There is a form to be filled online by the employees, where they work along
with the managers to complete the appraisal process. They have online
interactions where feedback is discussed.
They was a separate team hired for the same, in collaboration with the HR and
IT personnel, to use the virtual platform for performance assessment.
The benefit of such a system was, so that the manager could access the
performance data of the employees, and the employees were also able to know
their areas of development and take the necessary action to improve
performance.

Steps in Performance Management

1. Goal setting for the employees, after the employee and the manager agree on
them.
2. The manager and the HR team, then work together to assess the performance
using the data at hand.
3. The goals set should be clearly defined in terms of the paramaters that it
comprises, such as goals focussing on internal policies and processes of the
organization, financial, customer orientation etc.
4. The scorecard gives a clear indication as to whether the goals have been met or
not.
5. Some firms now use mid-year review programmes, where this review, enables
the employees to know where they are lacking in the mid of the year, and start
working on improving performance.
6. Employees also have an assurance that their performance is being reviewed

CONCLUSION
Performance standards are set which are used as the key for comparison of the
employees current performance. Based on the same, feedback is given by the
managers. The standards set are to be reliable and measurable.
The various methods used for appraisal of performance have been elaborated
upon, were:- alternate ranking, paired comparison, forced distribution and
critical incident method. Employees are ranked based on which, it is decided as
to which employees performance is better, or performance is assessed based
on quantity, percentages, or rating scales.
Performance appraisal leads to issues such as leniency, halo effect, central
tendency etc, which creates bias. The right tools should be used so that the
performance can be judged in a fair manner.
The appraisal interview should be handled with care such that the employee
does not get defensive, and the employee takes the feedback with a positive
attitude.