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E - Performance Management

E-Performance Management is a web-based tool that makes performance reviews easier. It links organizational goals to performance metrics to provide an overall view of performance across departments and individuals. The system helps ensure employees understand expectations and objectives, facilitates alignment of goals, and fosters communication and trust between employees and managers. Regular feedback, clear performance-compensation linkages, learning opportunities, and fair evaluation and rewards can positively impact job satisfaction and loyalty through an effective e-performance system.

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Vishakha Agarwal
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66 views

E - Performance Management

E-Performance Management is a web-based tool that makes performance reviews easier. It links organizational goals to performance metrics to provide an overall view of performance across departments and individuals. The system helps ensure employees understand expectations and objectives, facilitates alignment of goals, and fosters communication and trust between employees and managers. Regular feedback, clear performance-compensation linkages, learning opportunities, and fair evaluation and rewards can positively impact job satisfaction and loyalty through an effective e-performance system.

Uploaded by

Vishakha Agarwal
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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E- Performance Management

Introduction

➢ E-Performance Management, a web-based tool, has been designed to make your performance reviews easier
than ever.

➢ The goals of the organization are linked to the balanced scorecard elements giving the organization an
overall view of performance with drill-down capability to departments, sub-departments, and individuals.

➢ The organizations are looking for solutions to manage and maximize the performance of their workforce.
They recognize that there has been a shift in the business environment from a tangible asset economy to an
intangible asset economy.

➢ Most organizations base their performance reviews on “what” goals and “how” goals. The “what” goals
focus on specific objectives that the individual should accomplish, for example, increasing sales by 10%.
The “how” goals outline how an employee will achieve the “what” goals, which often are expressed in
terms of competencies and behaviors.
➢ Through this system one can quickly see if a candidate has the right qualities for the job, and can give
them the training and development they need to succeed.

➢ However, the challenge of identifying each employee’s talents, capabilities, and areas for growth to
encourage positive contribution and managing poor performance is daunting.
An effective e- performance management system can play a
very crucial role in managing the performance of an
organization by:

✓ Ensuring that the employees understand the importance of their contributions to the organizational goals
and objectives.

✓ Ensuring each employee understands what is expected from them and equally ascertaining whether the
employees possess the required skills and support for fulfilling such expectations.

✓ Ensuring proper aligning or linking of objectives and facilitating effective communication throughout the
organization.

✓ Facilitating a cordial and harmonious relationship between an individual employee and the manager based
on trust and empowerment.
Performance management practices can have a positive
influence on the job satisfaction and employee loyalty by:

✓ Regularly providing open and transparent job feedback to the employees.

✓ Establishing a clear linkage between performance and compensation.

✓ Providing ample learning and development opportunities by representing the employees in leadership
development programs, etc.

✓ Evaluating performance and distributing incentives and rewards on a fair and equated basis.

✓ Establishing clear performance objectives by facilitating open communication and a joint dialogue.

✓ Recognizing and rewarding good performance in an organization.

✓ Providing maximum opportunities for career growth.


➢ Organization’s Benefits
It improves organizational performance, employee retention and loyalty, improved productivity,
overcoming barriers to communication, clear accountabilities, and cost advantages.

➢ Manager’s Benefits

The managers receive instant feedback on performance with drill down to individual employee
performance. With this, there is no need to rewrite performance contracts each year. Simply you could
upload and edit from a previous period and then, the development of the needs emanating from
performance discussions would be automatically fed into the individual development plan.

➢ Employee Benefits
Clarifies expectations of the employees, self-assessment opportunities clarify the job accountabilities and
contribute to improved performance, clearly defines career paths, and promotes job satisfaction.
Conclusion

This process enables you to identify, plan, observe, improve and reward performance. The process
begins by empowering the employees with clearly identified performance goals and targets.

The organizational management then can observe and adjust plans and goals to respond to
employee capability or other circumstances such as market conditions or competitive threats; and
throughout the process, tools are available to coach employees toward success. If development is
needed, E- performance enables learning and career planning processes.
THANK YOU

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