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We all know that an HRIS is the ideal tool for executing an in-depth HR strategy. But that’s not all it’s good for. The modern HRIS is designed to improve talent acquisition and retention through a focus on goal setting and performance tracking. (Which, granted are undoubtedly a part of your overall HR strategy.)

While an HRIS is designed to improve HR professionals work life through automation and the streamlining of internal processes, a truly robust HRIS also focuses on the workforce, including productivity, engagement and workplace success.

Think of an HRIS like the Swiss Army Knife of HR tools. It offers something for every organizational need, including goal setting and performance management.

There are multiple ways you can use your HRIS for improved performance management.

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Outlined Process for Improved Communication

HRIS technology is designed for organization. It houses all the pertinent information an organization needs to maintain a healthy, productive workforce.

When it comes to performance management and goal tracking you can use an HRIS to ensure team members understand business, team and individual goals and the steps required to meet them, because you can outline the strategy in their performance module.

A visual outline of performance trackers and key metrics ensures clear communication between managers and their team. It prevents confusion, and makes sure teams are working towards the same goals, but also that individual employees understand the goals specific to their unique role.

Goal Setting

HRIS technology is truly amazing. Not only does it help automate time consuming tasks, it’s the perfect tool for employee goal setting.

There are many benefits to goal setting, including limiting stress and keeping employees motivated. When you have employees set goals the main strategy is undoubtedly to improve business success. But this shouldn’t be the only strategy. Goals should also aim to improve employee’s skill, knowledge and abilities. Focusing on helping your employees become even better at their job tells them they’re valued.

An HRIS with a Goals module provides a space for employees to come up with a document their goals for the upcoming year. These goals can be added to the HRIS alongside company and team goals, and are easy to track daily, weekly, monthly or quarterly. An HRIS can send reminders for goals with specific due dates, notifications on changes in goals or when they’re achieved. Managers and peers can even send congratulatory badges to employees who meet a goal with success on time.

Quick Feedback

A key benefit to using an HRIS for performance management is how quickly managers can provide feedback to their team and individual employees. An HRIS maintains records and data that managers can track, gather and use to provide ongoing feedback. This gives managers a chance to spot possible issues or mistakes, and allows them to show employees what they’ve done well, and what needs work.

34% of people lose motivation after receiving criticism. Using an HRIS to track performance markers provides a safe, clear-cut way to provide constructive criticism based on data and not opinion.

FEEDBACK FROM PEERS

Data is important yes, but so is feedback from team members, other departments and even customers/clients. Feedback from multiple sources provides a well-rounded view of an employee and their work on projects. This feedback, when coupled with gathered data helps managers to create better, personalized methods of development, including training opportunities, for an employee.

Constructive criticism is a necessity in business, but it should always be offered in conjunction with facts and data, and cushioned with positive feedback too.

Consistency in Employee Reviews

Consistent use of an HRIS to track employee performance improves the employee review process.

Using your HRIS for performance tracking and goal setting encourages consistency and fairness in evaluation. Data and documented successes provide a clear picture for an employee’s quarterly and yearly performance. Documented successes demonstrate the steps an employee has taken to meet their personal goals, as well as their team and overall business goals.

An HRIS can also allow for self-evaluation, which managers and team leaders can use to determine an employee’s level of satisfaction in their role, what they believe to be their strengths, and where they feel they could benefit from further help and guidance.

High performance automated systems enable organizations to produce unbiased employee reviews, that focus on data, peer and self-evaluation. It’s important to remember though,  when conducting employee reviews managers must consider outside factors that could affect an employee’s performance.

The Future of Performance Management

Strategic and organized performance management can improve employee motivation.

Using an HRIS to set goals and track employee performance ensures teams have an outlined process to follow, it enables opportunities for positive and constructive feedback from a variety of sources, and leads to better employee reviews.

Performance management will continue to play an important and vital role in business. When companies incorporate HRIS technology into the process they build a stronger, more productive workforce.

 

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Kaneez Jaffer

Kaneez Jaffer

Kaneez is a Certified Human Resources Leader (CHRL) with an advanced knowledge of human resources and organizational structure and design. She has extensive experience with HRIS systems and understands the need to move HR from a transactional model to a transformational one. She has worked in the investment banking, insurance, and legal industries, as well as with large not-for-profit centres helping to simplify and streamline their internal systems. Kaneez is an expert in building relationships and affecting change in a positive and productive way. She acts as the key HR business partner at Apri Insurance Services Inc, managing the implementation of JungoHR, while providing expert advice and counsel on a range of HR matters. Kaneez holds a Graduate Certificate in Human Resources Management as well as a Certificate in HR Law for HR Professionals from Osgoode Hall Law School in Toronto, Canada.