HR PERFORMANCE MANAGEMENT SYSTEMS

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Performance management system are usually internal organization have using it, but the data must have linkage with the other system for each department such as staffing, training and development, rewards and payroll and etc. It also is used as working tools by managers to save all data about their employees. Then, the data must be in secured because it related to their personal information of their employees. The data also must be linked to each department or system entire in the organization.

Performance management process consists of three parts. That is performance planning, performance observation, and providing positive feedback and or corrective feedback. The periodic performance summaries must be developing to serve a planning of performance for the next time period and providing the data for manager of HR to make decisions.

            Performance management system also can be fail if the managers not fully understand how the system works. The reasons why the performance management system was fail are lack of leadership support, lack of rewards, communication challenges, lack of monitoring and lack of evaluation.  Firstly, lack of leadership support. The implementation of the system must get the support from top management. This is because top management is the leader in organization, so leader should be analyze or observe the performance of their worker. Then, if the worker knows that they have been observed by managers, they will improved their work performance to get the rewards from manager such as bonus.

            Second is lack of rewards. A reward system must be creating for the staff. So, if the staffs know about that system of course they can work hardly to get higher rewards. The rewards such as bonus, promotions, merit rewards and etc. Third is communication challenge. A proactive communication strategy must be followed along the implementation of the performance management system. Communication is the main key success of management. So, top management must send their staff to professionals’ communication training. This is because communication is link to get the feedback from the implementation that system.

            Next, lacking of monitoring. Performance management system implementation must be monitor continuously. This is because, if any problem with system, manager can detect it so fast. So, the prompt correction action will be taken as soon as possible. Lastly, lack of evaluation. That is important things in performance management system. This is because if the manager cannot evaluate in fluently will affect employee salaries.

·         Michael J. Kavanagh, Mohan Thite, Richard D. Johnson,. Human Resource Information Systems (Basics, Applications, and Future Directions), Second Edition.

·         10 Reasons Why Performance Management Fails . (n.d.). Retrieved OCTOBER 2012, from http://regenesys.co.za/2011/03/10-reasons-why-performance-management-fails-and-how-to-remedy-them/