10 TIPSFOR CHOOSING THE BEST SOLUTION

SELECTING A PERFORMANCE MANAGEMENT SYSTEM

Are you equipped to: - Provide ongoing feedback and guidance to your employees anywhere, anytime? - Align every employees’ and managers’ goals to that of your organisation’s? - Comprehensively measure and analyse your employees’ performance against their objectives?Here are our top 10 tips to select the right Performance Management System for your organisation:

Software-as-a-Service (SaaS) solutions allow organisations to move with speed and agility. They are hosted in the cloud and accessible over the internet. This enables access from desktops and mobile devices, instant scalability to meet fluctuating demands and automatic upgrades via versionless software. Make sure that your system is a cloud-based solution that keeps you up to date with best practices in performance, talent management and technology.

Ensure your system is based in the cloud

1

The system should be simple enough to use for both HR staff and non-administrators alike. While it is essential for your solution to have all the requisite functionalities, the more simplified the user interface, the higher the level of uptake and adoption by staff. Look out for features like mobile applications that will make it easy for staff to use anywhere, anytime.

Ensure that your system is easy to use…for all users

2

Your new solution should be agile enough to cater to the performance management processes you already have in place…and be able to adapt to any other changes your organisation might want to make in the future, be it for compliance or for innovation. It must also be flexible enough to support all the different processes specific to the myriad of job functions and employee types across your organisation.

Ensure that your system is flexible on multiple levels

3

Ensure your system simplifies alignment between both personal and organisational goals

Your system should be able to show each employee how they fit into the broader organisation, as well as show senior management how those individual goals impact overall organisational objectives. Managers should also be able to align their goals with their teams’ to ensure that everyone is working towards the same result.

4

Employees shouldn’t wait six or 12 months to have a conversation with their managers about their performance. Going too long between performance conversations doesn’t allow for employees to ensure that they are on track to reaching their goals. Select a system that includes journaling features to facilitate on-going feedback more easily, and encourage managers and staff to keep track of objectives and achievements on a more regular basis.

Ensure your system facilitates continuous employee development

5

With a mobile-optimised system, successes and feedback can be captured anytime, anywhere via smartphone or tablet, and even offline. This ensures that nothing gets missed and both managers and staff are empowered to perform and connect even when they’re out of the office.

Ensure your system is mobile-optimised

6

The performance management solution you choose should drive the adoption of a high-performance culture by having functionality that enables employees to record and celebrate their achievements, and allow them to socially share these across their teams and/or the organisation as a whole. Photos, hashtags and comments are all ways that will allow team members to encourage each other.

Ensure your system has social sharing functionality

7

Make sure your solution enables you to consolidate and analyse real-time data to perform a myriad of functions, like analysing the impact of a new training program on performance, or identifying your top performing individuals. Functions like team analytics dashboards to view performance trends, score ratings and calibration to ensure consistency and reduce subjectivity, and decision support analytics are all must-haves in a modern performance management system.

Ensure your system has powerful analytics functionalities

8

The system you choose should seamlessly integrate with onboarding, learning, and career development processes. Ideally, it will be one module within a Unified Talent Management solution that links automatically with the learning module, so that conversations on performance lead naturally to learning opportunities.

Ensure your system sits within an overall talent management solution

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How much support and expertise can your vendor provide during andpost-implementation? Partner with an experienced provider that will optimise their offering for your business. Opt for a fixed price implementation and confirm that your licensing fees include post-sales support to avoid hidden costs.

Understand your vendor’s service model and partnering approach

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We are a global talent management software provider with a client base across 190 countries, including several Fortune 500 employers.

Our award-winning SaaS platform unifies Recruitment and Onboarding, Learning and Development, Performance Management, and Succession Planning with Advanced Workforce Analytics running across all modules helping you to strategically align your talent resources to maximise employee value and business results.

Visit our website for more information: pageuppeople.com