Top Three Review Methods To Look Out In A Performance Management System In 2019

An employee is more of an investment than a resource. So the next thing when it comes to discussing employees as investments is the method through which we can analyze the performance of this investment. Just like the investment sector, the employee evaluation also requires the use of specialized models to capture, compile, and process the parameters which affect the net profitability of the employee to the organization. An automation-based Performance Management System can facilitate this process with three of the most popular models discussed here.

Why You Should Choose The Right Evaluation Model For Your Performance Management Software: The Core Approach Behind Evaluation.

In an article published in the Harvard Business Review, the importance of employee evaluation is expressed in terms of the term "productivity" instead of the standard process of measuring the "efficiency" of the staff members. This is a fundamental question for the employers as considerations regarding the productive output for the business process is far more critical than the actual efficiency because the end product is the commodity against which the revenue is generated. Measurement shall be done by keeping basics in mind. Have a look at the top three models below:

Management By Objectives (MBO):

In this method, the administration sets an objective for a group of employees from different departments and experience levels who shall work together to achieve the desired results within a pre-defined time frame. This also allows flexibility in the individual goals but the major fall-back of implementing this method is to manage every employee together. By using the Performance Management System, the employees could help build dynamic KRA-KPI indices to help evaluate their performance through automation-based daily activity report analysis. Since the system provides an interface between all team members, the MBO method can be enforced with confidence.

BARS:

Behaviourally Anchored Rating Scales (BARS) is a concept developed near the '60s. This method focuses on the objective evaluation of the employees based on both the qualitative and quantitative aspects of the work profile. The employees' performance is assessed on the basis of multiple parameters against the particular benchmarks in terms of numerical values. The software shall provide proper mediation by removing the bias and leniency of the decision-makers to provide a reliable report regarding the employee's work output and the value it adds to the organization at large. 

360-Degree Review

The 360-degree review method will use the inputs from a broad spectrum of stakeholders of the organization, which includes the seniors, peers, subordinates, and co-workers who aren't directly connected with the employee. The clientele is also made a part of the information pool so work is evaluated with complete relevance to the productivity of the process. To reduce the deviation from results, the questions asked are made based on work-related parameters only along with the use of anonymity. The decision to implement the employee performance management software will enable such large scale analysis in a smooth and timely manner.

Clubbing The Continuous Process Evaluation In These Models:

When we talk about calculating the performance of an employee, keeping a regular check is as important as the evaluation model used by your company. The above-mentioned methods can be enforced manually but sustaining them would become ultimately waste of resources due to unsustainable implementation. An automation based solution will give the businesses the opportunity to run continuous process evaluation on any of the above-mentioned models to keep the fundamental motive of improving the productivity intact. Without a software solution, these initiatives will succumb to the errors and risks caused due to limitations of human capacity.

The Conclusion:

The author would like to share this point specifically with the readers that the evaluation models and their implementation success depends on the people using them as the results would be as good as the people using these sophisticated pieces of technological advancements. As a business, your primary concern before investing in a Performance Management System shall be to understand your organizational needs along with the vendor as their inputs and insights will help you choose the right evaluation model for your company's needs. A performance evaluation system is more of a strategic tool which affects operational aspects, and hence, such software shall be viewed as sound investments.