Employee performance management software assists HR departments and other users in ongoing evaluation of employee performance and progress. It helps to bring new sophisticated digital tools to the process of figuring out how well someone does their job, and what they offer their employer. Employee performance management capabilities are also often included in a talent management software.
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With a range of new HR software options, companies are doing more to be proactive about evaluating labor assets. Performance management software helps to look at in-house talent and manage teams more effectively.
Here are some of the core features of employee performance management software:
Enhancing Performance Reviews
At most companies, performance reviews are a critical piece of the puzzle when it comes to directing individual members of a given office or department.
Employees look for these processes every so often, for instance, quarterly or semiannually. Business leaders and managers prepare them, and present them to individual staffers.
Performance management software assists with performance reviews in many different ways. Features may help to template or automate some of the work that goes into compiling the performance review. Some features may help with digital or print presentation — helping to visualize the results of a performance review, so that it’s more easily digestible by the recipient or any other reader.
Plugged in, templated and color-coded or segmented content can make it easier to prepare a performance review, and make it easier to read. Other tools focus on giving the review writer more options – for example, plugging in stock phrases related to positive or negative inputs. Some companies present their review tools as choices that make reviews “painless” or ease the workload with helpful features.
Review Cycle and Comparison Tools
Other performance review process tools may do different things — for example, tabulating the results across an office for a comparison, or providing accessible historic comparisons of reviews over time.
This in-depth data is a type of business intelligence, and it serves the business in a specific way. It allows readers to see more of a context for how someone is doing, to better evaluate their performance over time. Performance doesn’t happen in a vacuum, it happens in context, so having comparison tools can help managers to be more insightful about the reviews they are writing, and the ones they have written in the past.
Competency Management Software
Another type of performance management software is called competency management software.
These tools help to organize data on employee skill sets.
Competency management tools may present the level of proficiency that an employee has with any given task or process, or gauge his or her overall capability within an industry in some way. It may outline their technology skills; for example, tools may show their experience with different software packages. Some competency management tools also show off certifications and credentials.
By presenting this data, the performance review software offers a reader a more granular look at what the employee is capable of, and the skill set that he or she has built during the course of a career.
Another aspect of performance management software, development planning, looks toward the future.
Leaders and managers should hold the principle that professional development is key to progress, and that any worker will inevitably achieve it in some form. Development planning aspects of performance management resources are focused toward this ongoing development and learning. They may chronicle the achieved professional development objectives, for example, showing a course or training module that an employee took, along with results, if applicable. These tools help leaders to chart the projected path of someone’s growth into the future. As some experts put it, they assist companies in “ensuring a superior workforce” or optimizing their in-house talent to compete in a given field.
Goals and Objectives Tools
Many companies believe that employees should generate their own goals and objectives. In many cases, managers may also provide additional goals. Ideally, these individual goals will be blended with the objectives of the company as a whole. Some goals will be related to development planning as mentioned above.
Some performance management packages offer features that will document and display goals and objectives, or it will categorize them in ways that help with overall employee evaluation. So that employees can regularly check on these goals, employee performance management solutions come with employee self-service.
Performance Management Audit Tools
Like other processes in the business world, performance management is often audited for effectiveness.
Audit tools will go over many of the aspects mentioned above. They will look for whether the features and resources of packages, i.e. visual dashboards and documentation tools, are really helping users. They may assess whether data is presented when it is needed most. Many audits will look at whether the specific functionality of the package matches the needs of the company overall.
Many of those familiar with the features and build of these software products see performance management audit tools as a kind of built-in quality assurance resource for the performance management package.
All of these types of functionality often go into employee performance management software that allow companies to apply modern technology to the process of evaluating employees. In many ways, performance management tools make the process quicker and more effective. They can take out a lot of the labor-intensive documentation requirements for performance reviews or other human resources work. At the same time, they can make hiring and promotion strategy more transparent, and show readers much more about how the company evaluates talent. This can be extremely useful in the context of exploring the company’s corporate culture, how it structures itself for growth, and how the company works with its individual employees to chart a course forward in a competitive business world.