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HR PERFORMANCE MANAGEMENT SYSTEMS

            Performance management is ongoing process with providing feedback from managers or systems for employees that related to their performance.   Performance management ( PM ) systems or also known as a performance appraisal usually overall internal technology in an organization, then the data must linked to systems, including reward, staffing, training and development and career development.  Also, performance management important in management of an organization for evaluating employees, developing employees and managing the employees.

            Other than that, performance management function also integrated into HRIS that consists a more of tools and platform that become to automated appraisal systems process.  Automated system it is important system that user can easy to access the data and sent the report.  Then, the performance management system providing automated feedback and training to managers.  This is because automated systems can help managers to track and analyze the performance of employees and evaluate performance of the others.  From this managers can give feedback through the system that are already programmed about performance of employees.

 The human resource information system ( HRIS ) help organization in performance management system which is can save the data or information about development of employees.  Later, HRIS also can provide aggregate performance data and archived the data to trace long term performance through individually or team groups.  The all of data that are save in the systems can be made as a references for managers about the performance of employees for promotion of position in organization.  

Then, automated systems also useful because efficiently to trace the data about information personally of employees.  These system also automate human resource function such as pay, benefit, leave and attendance.  This is can help organization or managers to enter the data about employees whether they attend or not to workplace, that managers can know a frequently attendance of employees and leave that they take in one years.  From this, managers can know about their performance whether its good or bad as a reference for a future.

Other than that, human resource information system ( HRIS ) also advance for performance management system especially produce compensation systems through technology such as basic pay, incentives and rewards.  For example, for awards, employees can use the web sites in recognition programs, that all employees can go online and find the comparison with other employees that also can give motivation to employees.    However, decision support for rewards can be using by Web-based compensation modules.  This modules can help managers to enter the total of basic pay include incentive that are provide by an organization  to this tools.

 

a                            Reference :

1.      Johnson, Richard, D., Kavanagh, Michael, J. and Thite, Mohan. (2011).  Human resource information systems : basic, applications and future directions, 2^nd edition. United Kingdom : Longman.

2.      Waddill, Deborah, D. and Marquardt, Michael, J. ( 2011 ). The E-HR advantage : The complete handbook for technology-enabled human resources. United State of America: Nicholas Brealey Publishing

3.      Pulakos, Elaine, D. ( 2009 ). Performance Management : a new approach for driving business results. United Kingdom : John Wiley & Sons.

4.      Varma, Arup., Budhwan, Pawan, S. and Denisi Angelo ( 2008 ). Performance management systems a global perspective. Canada : Taylor & Francis e-library.

5.      Bogardus, Anne, M. ( 2009 ). Professional in human resource certification study guide, 3^rd edition. Canada : Wiley Publishing Inc.