Performance Management Software has, in the last decade, been a catalyst for organizations dramatically increasing the effectiveness of their talent management processes without needing to drastically transform the process they use for evaluating and communicating employee performance information.
Our customers tell us that our SaaS suite of Talent Management tools have remove many of the burdens associated with traditional, paper-based performance management processes, most notably the ability to continuously track and evaluate employee performance over a period of time (e.g., annually, quarterly).
In paper-based systems there is simply no way to tell how the process is progressing across an organization. With an online system, automated procedures allow managers or HR administrators to view real-time reports on participant status and follow up with participants electronically, mitigating the burden of chasing down incomplete evaluations. This frees up their time and attention, permitting them to focus on more strategic issues.
As well as helping shape a smooth procedural structure of conducting performance evaluations, online systems provide significant organizational change and performance improvement through powerful reporting. In 2015 this reporting can be so granular that human resources pros can easily identify top performers and reward them accordingly. For those employees who are underperforming, software like Sprigg offers lots of ways to create and management effective development and training plans.
Centralizing performance ‘big data’ in an automated fashion permits the creation of an organization-wide performance database from which management can extract substantial organizational insight and, importantly, understand the human capital ROI.