Though part of the overarching suite of HR applications that include labor management, employee performance management, and compensation management, the Human Resource software solutions that manage employee performance appraisals and assessments are some of the most sought after organizational tools today. From competency assessment, to goal creation, to multi-rater appraisals and development plans, performance management software is one of the most effective and least understood technology solutions in the Human Capital Management software market.
Performance Management Systems
The broad suite of HR programs that make up Performance Management Software allow for timely processes to be automated but also serve as a way to improve the pay-performance connection (and rational engagement); capitalize on productivity drivers; push long-term competency management; reduce cycle times; and effectively/efficiently manage labor spend.
New Zealand-based Sonar6 is a performance management software vendor looking to make some major changes to the traditional ways organizations conduct performance reviews. With an intuitive and innovative interface partnered up with a host of best practice driven processes, Sonar6 could just be the wave of the performance management software future.
Salesforce.com's Dreamforce announced the rebuilt and rebranded acquisition of Rypple into a new application called Work.com. With extended functionalities for goal setting, performance management, and recognition, the question is whether this latest entry into the HCM tech landscape is overhyped or merely under-appreciated.
Engaging employees is more important now than it has ever been before. With fewer employees (with the necessary skills) on the market, greater competition for available talent, and ever-increasing turnover costs, more and more organizational initiatives are turning to employee engagement as a guiding strategic tenant–and competitive advantage. This special report examines how 7 specific software solutions can help achieve employee engagement and in turn drive successful efforts for increased productivity and performance.
New research shows that leading companies are turning attention towards fixing outdated performance management systems and focusing on the attraction, engagement, and retention of top performers. This sea change in attitudes about the worth of performance appraisals is now driving an increase in Employee Performance Management (EPM) system implementations—and best practices achievements.
Rewards and Recognition applications have seen resurgence of late thanks to the compounding factors of a volatile economy, modified organizational structures, shifting generational expectations, and increased global competition for talent. Here, we take a deeper look at what organizations can expect with regard to benefits, deployment, and technologies for this strategy.
Performance Management Software is seeing a renaissance of sorts as organizations globally are looking to take advantage of the potential productivity gains that can be made with this type of HR technology deployment. Unfortunately, performance management applications alone cannot guarantee these benefits and few companies truly understand how those gains can be made.
Shifting from a paper-based performance management system to full automation, or simply upgrading for additional capabilities, can seem at face-value like an easy organizational process. Unfortunately, far too many businesses faced with this issue may not understand that communication, strategy, buy-in, and change management are critical in order for the new system to be adopted.
Employee Performance Management (EPM) software offers an 'easy' win when it comes to HR and business integration, linking the appraisal processes to reward strategies, succession and talent management and workforce planning. However, implementation offers some particular 'opportunities' to undermine the effectiveness of the solution. Forewarned is forearmed.
Few companies would dispute that the performance management process can be greatly improved through software technology. Yet few organizations know that this type of HR software has capabilities that go far beyond mere automation of manual processes. Here we flush out the top 3 actionable ways to optimize performance management software.