Requirements for Implementing a Performance Management System

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Performance management can be seen as an ongoing process that monitors people’s performance to achieve the desired results. Performance management benefits all key stakeholders in a company by clearly describing what must be done to achieve certain desired objectives. Performance management is at the heart of all HR processes in a company because it affects the rest of the other HR functions or processes. Focusing on performance management can be ineffective without appropriate organizational design and management systems.

Some of the essential prerequisites without which a company’s performance management system will not work effectively are as follows:
  • It should attract a very high level of participation from all concerned members within a company. It should be a participatory process.
  • The support and commitment of senior management are very important to build a strong performance culture in a company.
  • The company’s vision, mission, and objectives must be clearly defined and understood at all levels so that efforts are focused on achieving organizational ambitions.
  • Clear definition of roles for the performance of a particular task within the organizational framework resulting from the objectives of the department and the organization. The system should also be able to explain the links between a role and other roles.
  • There should be open and transparent communication that motivates employees to participate freely and give their best. Communication is essential to a performance management process because it clarifies expectations and allows parties to understand the desired behavior or expected results.
  • Identification of key performance parameters and definition of key performance indicators.
  • Consistency and equity in an application.
  • A commitment to recognizing excellence. Rewards and recognition should be part of the performance management framework.
  • Staff should be provided with appropriate organizational training based on the identification of training needs based on regular performance evaluation and review. This motivates employees to give their best.

Looking for an automated performance management system, we suggest you IceHrmwhich is one of the best HRIS systems which has so many HR functions automated into one system.

IceHrm is a Human resource management system for small and medium-sized organizations. This HRM software centralizes employee data and allows only one authorized person to access it, providing a high level of security. The presence module monitors employee time based on information about insertion and perforation. It covers all the basic HRM needs of a company such as Time Management, Attendance Management, Expense management, leave management, Recruitment management, and handling employee information.

Key Features of IceHrm

  • Document Management
  • Employee Self Service Management
  • Performance Management
  • Time & Attendance Management
  • Performance Appraisal
  • Benefits Management
  • Attendance management
  • Email Integration
  • Payroll Management
  • Project Management
  • Workflow Management
  • Dashboard
  • Employee Lifecycle Management

Unlike the other popular HRM software, you can use one system for all HRM functions. As the other HRM software tools are designed for specific HRM functions separately, using IceHrm will benefit you to utilize all HRM functions in one software. There are three different editions in IceHrm. Each edition has different features. You have a choice to select which edition will suit your organization according to your HR requirements in the organization. Also, you can purchase the IceHrm software based on the number of employees in your organization.

Choices you have in IceHrm

As I have mentioned above, IceHrm has three different editions as below;

1. IceHrm Opensource

2. IceHrm Cloud

3. IceHrmPro

Let’s see how these editions differ from each other, so you will be able to select the best option for your organization based on your HR requirements.

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