Review Employee Progress On An Ongoing Basis

Published Date: 02 Nov 2017

Abstract: Why the real world enterprise rely on Human Resource Information system, is the main topic which all the HR practices companies looking forward to the real updates on day-to-day issues within organization, there are lots of factors which revolve around the organization, where they are trying to improve the performance of the individuals as well as the productivity of the organization too this can be brought in to the companies by the HR department through the variant called performance management systems, to address all those above discussed factors, this paper will be the collection place of performance management of employees in today's workplace and how human resource information system helps to evaluate the performance.

Defining HRIS: Human Resource Information Systems is the software parcels which deal with HR needs with respect to planning, employee information access, and employer regulatory fulfillment . Human Resource Information Systems (HRIS) plays most important role in business world. Today's world still there are lot of companies who needs to realize that they are wasting time and money on manual human resource management. It helps companies to incise costs and access the information more rapidly by employees and more well-organized way. When companies go through by critical time in economic field and unable to become more efficient in every division of organization then there is no exception in human resource system. Human Resource Information System: deals with technology and strategically manage human resource activities. This will produce a paperless environment inside the organization; optimization of work force will be enhanced.

There are various modules that may make up HR management software such as the following:

Recruitment/ on boarding: Recruitment management system is recruit the new employees by interviews, online ability tests, screening and processing and employment. online recruitment system provides a paperless and efficient or helps to easily accessible the candidate's applications because in today's competitive world, organizations face the problem in recruiting the right employees for the right job and at right time so for human resource information system save the data of employees which can be assess by the recruiters during the recruitment in an organization.

Payroll Management system: human resource information system also deals with the payroll management system which is transactional process . By payroll system compensation is transferred to employees , federal, state and payroll taxes are withdrawn from employees checks. In the large corporations employees get the actual checks for net income pay which is more common in these companies and amount which is done by directly through companies deposit in to the employees accounts.

Benefits administration: is essential element in human resource information system. It permission to human resource management to take the complex, enrollment of benefit administration throughout the organization. In an organization manager and employers set the rules of benefits in the form of taxes , rewards and auto enroll ( hr payroll system,2013).

Performance management: In an organizations. HR manager and supervisor set the goals and objectives for the employees so according to this employees provide the performance and employers gives them rewards in the term of payroll systems so it is the basic exchange between employees and employers. Performance management is basically is the internal system of organization but data is linked with other system including reward, staffing ,training and development.

Training administration: Every human resource executive deliver time ,energy and money to employees of company so by this they are not provide the discipline and benefits to companies also try to set rules and ways to make it lucrative. It helps to make growth in the company as well as increase the productivity and profitability. In an organization these are the things are not efficient .employee training is also most important. Human resource executive training to employees by providing tasks which is not usually enjoyable experience. It improves the skills and knowledge of employees and reward them by get success in the task.

Performance management: It deals with the performance of an employees who are working in the organization. It includes the activities which ensure that goals and objectives set by the HR manager and supervisor met in an effectual and well-organized manner. It can center on the performance of an organization, a department , employee as well as many other areas. Performance management helps to employers and employees to share the goals and objectives and communicate with each other which helps to explore the career oppournities and further learning and development. If we clearly states how the performance management takes place in a organization, and much more awareness creation between the peers then the understandability of individual employee will raise if individual start raising up then organization will move forwarded this is important phenomenon. Performance management plays vital role in an organization to get the success and accomplish the directed goals. It gives the positive impact on employees performance. Employees who are working in an organization and clear regarding the goals and objectives of organization and performance affects company performance. In an organization , if manger or superior express the clear expectations and goals with employees. it will increase the productivity and motivation and translates directly into clear measurable goals , happier atmosphere in the organization which affects the performance of the company (go2 HR, 2013).

Stage by stage implementation of Performance management HRIS, is given below.

Develop a strategic plan:

Vision to have clear cut thought sharing between an organization and individual.

Coaching and meaning feedback regarding employees required.

Competency development measures to employees.

Attraction and retention of employee is required.

Identify top performer and reward them.

Identify low performer, motivate and manage them.

Remove discrepancy in HR systems and combo with staffing, training and career planning.

HR grounds should protect the employees.

Identifying organization goals:

In an organization, goals are predetermined by the HR manager in which the present efforts are directed for the describing the future results which can be possible to get by the communicate and clear the goals with the employees and positive attitude at the workplace( ryerson, 2011).

Translate organization goals into measurable employee goals: In an organization HR manager or supervisor set the goals which plays role as serve guidelines for action and helps to provide the directions and channel employee efforts. They also provide parameters for deliberate planning, allocating assets and identifying opportunities for developing the people as employee in an organization so that source of motivation, provides a environment to challenge and achieving it. Constraints in the organization will be measured and it will rectify immediately. Source of authenticity will justify the organization activities and existence. Performance of an employees will be calculated in terms of evaluation.

Goals must be S.M.A.R.T

Specific: on what we plan to do? And how to accomplish it

Measurable: Progress to be measureable along with our criteria

Attainable: Realistic achievable task need to address and identifiable.

Relevant: chunks of task leads, to achieve the ultimate goal

Time-bound: Achieve the goal in a set time frame.

Review Employee progress on an ongoing basis:

In an organization, manager and supervisor review the employee performance by set the clear goals and objectives so that employees will be aware of their results and progress throughout their review period. By giving the feedback and two way communication keep the performance of employees constant. It helps to employees to do talk more formally regarding their performance with manager/ supervisor so that they can pay more attention towards their final assessment at the end of review period. This method provides the prospect to HR to assess the performance of employees by changing the objectives , performance issues and tasks.

Accomplishments are taken in to consideration and regular review leads to identify the prompt productive individual on the basis of challenges encountered, contribution to corporate, developmental or learning activities. In this way competencies mapping can be done on employees to understand the realistic productivity.

Following can be achieved when two way communication start:

Performance expectations can be measured on the commitment of work done by employee.

Learning process will be incorporated along with work commitment.

Crystal clear clarity appeared on the work done by the employee, when he accepts the goals of organization.

Employee adaptability will be increased on priorities and objectives.

Performance issues will be addressed as a team.

Identify Specific training and development needs:

Skill set and competency of an individual employee measured; if rating is lower band training process gets initiated. If product development required some niche skills, demand are taken in to consideration and training provided to employee for the betterment of organization and product.

Conduct formal progress reviews at Mid-year:

In an organization, HR manager /supervisor assess the performance of employees at the workplace by conducting the formal progress reviews . Employers gives the feedback of the performance of employees and coaching .

Annual performance Review:

In an organization, performance of employees is reviewed annually on the basis of contributions, Performance results; comings and goings and areas for improvement done by the employees at workplace.

Establish development activities for the coming year:

Area for improvements will be taken in to consideration and initiation will starts place.

Rate Employee Performance:

Performance review provides clean picture of how does the employee contribution are taking place in work environment. In mean while it identifies the following points:

Employee weak areas are identified and attention given on those sector.

Improve morale and enhance productivity. Creating a better environment, leave rates will be decreased.

Workplace Bullying and the Role of Human Resource Management:

Scenario: A person who is shimmering as a performer will be exhausted when this bullying happens, to resolve this concern and issues which is created by the bullies, Human resource group taking several action to reduce these kind of activities inside the premises; though it cannot be fully brought down to Zero level zone free environment, but HR group can identified the root cause and remove it before it gives a major infection to the premises.

Bullying Turn-Outs on the Performer:

Positive attitude gradually decreased.

Negative impact on job satisfaction and performance.

Influencing the other employees is revoked.

Sensitive and paranoid will occur.

Abusive behavior devalues and harms other people on the job.

frightening weapons of hostile actions and words.

Target individual is frightened and besieged.

Publicly humiliated and teased.

A victim who is bullied by another person at the workplace face psychological distress, emotionally weak and positive tendency breakout occur ( Borrow, Jan,2012).

Addressing the bullying issues by Human Resource Management:

Human resource management should take necessary steps to eradicate this problem from the organization because it became the main cause of deadly steps or suicide which is committed by the bullied people and employees. Human resource management should create a zero tolerance policy and action against the bully and implement the procedure to investigate workplace bullying. HRM should provide support to bullied employees and give awareness to people through blogs, newsletter etc.

Performance management produces a greater extent of improvement in productivity as well as happier work environment.

Real scenario:

According to the Great Place to Work Institute,'' Carswell, SaskCentral and Four Seasons Hotels are among the 100 Best Workplaces in Canada for 2013,. The list is divided into two categories, medium companies with 50 to 999 employees, and large, multinational companies with more than 1,000 employees''( hrreporter.com, April,2013)

As per the report Great Place to Work’s assessment of a workplace is two thirds which is based on feedback from employees through a survey, while a "culture audit" accounts for one-third of the assessment by observe the employer’s value system, programs and practices which considers as employee demographics, intentional turnover, benefits and perks, and employee development (hrrepoter.com, April,2013).

Today’s Marketplace role on new platforms:

Motivation is the essential aspect of talent retention and performance management. Human resource management group need to concentrate on motivating work environment not a economic environment. The main Ultimate aim to create a workplace where engaging and motivating are the main factors will rolls the organization employees want to stay, develop and contribute their knowledge, experience and expertise. Psychological treatment and behavior model will produce a new horizon in workflow environment. In an organization motivation is the main responsibility of HR manager and employees. It falls on the senior leadership, direct manager and employee.

Factors involved in motivation concept: There are various factors which is involved in the motivation concept such as :

Trust: Creating trust between each and every individual through two-way communication system and feedback.

Employee engagement: Identify the committed employee work and check how they work and how long they stay inside the premises during the work schedule, motivate them by rewards.

Organizational vision and values: Organization have duty to know what is essential to employees need to analysis and put emphasis on that particular area. According to Lawler, this includes "a highly complex set of actions on the part of both organizations and employees. Organizations must develop ways to treat their employees so that they are motivated and satisfied; employees must behave in ways to help their organizations become effective and high-performing."

Online performance Management:

Scenario: Increase workforce productivity; paperwork elimination.

On demand management solutions is more effective on behalf of these following reasons:

Effectively manage performance reviews.

Goal tracking is easy.

Ascertaining whole company capability can be made easy using online forum.

Reduced efforts of administration and increased compliance.

Configuration part is so easy to access case.

Email notification on process will give clarity of work flow.

Goals/ KPI and escalations can be address very easy.

Managers can track the process very immediately.

Automated: By online performance management affinity incorporates workflow to mechanize distribution and management of the process. Email make work more acquiescence and quality. when the task is not completed by the manages and employers within the timeframes escalation automatically occurs.

Self service: Online access gives the managers and employees in an organization more controlled and instructive, elimination of manual data entry, formatting and collation in to process. Appropriate help can be pulled out in the form of documents at any time.

Empower/Engagement: Easy to configure and different template can be assigned to do process. Focusing on individual performance can be monitored by the managers very effectively.

Reporting: Comparison charts, statistical report, identification on performance level through graphical representation is possible in this mode. HR manager and employees can access comprehensive and ad hoc reporting which helps to get more and important information by easy click.

Advantages of HRIS in performance appraisal or performance:

There are numerous advantages of human resource information system in performance appraisal and performance management in an organization. For appraise the performance of employees information can easily accessed by clicking the system so that time is not consumed to appraise because the information is saved by well mannered and grouped neatly. It also reduced the monetary cost as well as there is no requirement to do the paper work and writings for the performance appraisal. HR manager or supervisor can reward the employees by review the performance and accomplishment in tasks in an organization. On the other hand ,there are some weakness in the HRIS performance management system.

Disadvantages of HRIS in performance management:

Human resource information system keeps records of employees performance in tidy and well organized manner but it may lost the data of performance due to system errors or bugs and become a cause of inaccurate result. In an organization, a person who do not have any idea how to do work online, use computer or not familiar can create lot of problems. lastly, a firm has need large amount of budget to get the software system, system server , installation and more in order to replace the existing manual performance management in an organization so there are various things which needs to be consideration before implement a HRIS performance management in an organization( Jackiepangyintian; April, 2012).

Performance and productivity: The term workplace performance defines that a workplace who has main objective and goal is to maintain the performance of work because performing workplace is able to make positive attitude between employer and employee and it helps to increase productivity ( Vischer , Dec 06) . In an organization, many people working together so it is possibility to give rise to the disputes, complaints at workplace so manager or supervisor solve the disputes between employees by two manners : traditional and non - traditional methods. In non-traditional method is most popular one because peer review is a process who resolve day to day work related conflicts in which no need to involve the outside parties. This method of resolving the conflicts is fair and unbiased in which employee can file the petition or appeal and decision of jury is binding on employee as well as company so it helps to create positive attitude, communication between employer and employee and learning experience (Williams & Kleiner, 1996).

In summary, Performance management can be considered as a proactive system of managing employee performance by setting the goals in an organization. It is a melodious alliance between employee and organization targets for accomplishment of excellence in performance. People know how to contribute, perform and develop as employees in an organization which helps to engage in their work by better understanding with employers and increase the productivity of organization. When an employee reach the expectations of company then it gives benefits to employee such as hiring , recruitment and retention of employees. Performance management is that process which reward the employees by accomplishment the target and goals of organization.