Performance Management – Part 4: Technology Involvement

Posted by Yen Phuong Nguyen on

When the new iPhone X came out, people were all aware of its new features and the drastic differences in its design. A big portion of the Millennials is tech-savvy, they like to be updated on the newest technological trends, quickly adapt to these changes, and they are willing to learn things that are unknown.

Technology Involvement in Performance Management

However, on the organisational level, changes in the enterprise technologies seem to evolve a lot slower, and disruptions are sometimes viewed as problematic or unnecessary.

Infographic: 5 reasons why talent management solutions are needed

Having said that, it is not entirely true that organisations are not susceptible to changes. Analytics and machine learning are integrated into various enterprise software to aid leaders in guiding their employees in a timelier way. And performance management is a perfect example where technology can place a big impact on.

Read Part 1 | Part 2 | Part 3 here.

Technology involvement in the performance management process

In this day and age, technologies have implemented deeply into our daily lives, empowered us all to accomplish tasks and goals much faster and more efficiently. There are a wide variety of programs and applications made for companies to keep track of their staff performance. These capabilities also provide transparency, consistency as well as valuable insights for managers when it comes to reviewing or coaching.

For example, one of the most labour intensive performance management tasks is collecting feedback from multiple sources for the evaluation process. Though tedious, this method of continuous feedback provides a consistent and fair mean of communication for your employees. Through the suitable technology platform, the process can be automated and standardised, thus, significantly reduces time and effort.

Read more: Understand the fundamentals of 360-degree feedback

The new generation of workforce technologies is allowing employees to be more involved, helping leaders to find suitable team members, monitor their performance, provide feedback in real-time and actively seek ways to better mentor or coach them. This is the future of work.

Read more: 5 principles of effective organisational coaching

Technology pitfalls to avoid in performance management

Technology has become an integral part of modern HR but it does have drawbacks; further complicates the current business processes, or the new system does not add real values for the employees are just a few downsides that businesses should be aware of.

To avoid wasting the organisation’s resources, time, and effort, here are some technology pitfalls to avoid:

One system to serve many different purposes 

In order for the performance management system to work effectively, it needs to fully focus on a specific set of features and needs that derive a value for employees and the organisation. Expecting the system to address all types of issues can lead to confusion and under-delivered results.

Giving in to the new hype without much research 

It is true that technology advancements have brought tremendous benefits to both individuals and organisations. While attempting to implement these engagement apps or analytical tools right away, as pointed out in the pitfall above, it is best to only focus on one value-added feature at a time.

Issues with change management

Implementing a new IT system does not always receive everyone’s acceptance right off the bat; there will be a portion of your staff resists the change. Thus, IT change issues consequently turn to people issues. Technology, people, data, budget and process governance must be woven together to provide the value propositions to stakeholders involved.

Read more: Fear of change phobia - Why even bother with changing at all?

Lack of qualified personnel

The implementation of the performance management system needs to be driven by a team of professionals comprises of members that have deep knowledge about the organisation. These members can come from different departments, possess different skills, but instead of randomly selecting people in charge of the project, the organisation should conduct an assessment to evaluate their level of change-readiness.

Thinking of improving your company’s performance management system? Let’s TRG Talent help you! Our solutions can help you to effectively identify the high performers, acquire insights into their interests, behaviours and thinking styles in order to motivate and develop them fully.

Furthermore, these insights are useful for individuals as well as for your entire team and can be used to measure the differences between each member, thus, increase their level of engagement and productivity.

To find out more about our Talent Management solutions, visit our website or request a demo today!

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Topics: Talent Management

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 Rick Yvanovich
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