Unfortunately the main vehicle for supporting this key objective, the performance review, is rooted in history more focused on documenting and measuring employee performance than truly developing better employees. From creating a record of employee performance to comply with governmental anti-discrimination guidelines during the 60 s, to implementing pay for performance practices that were prevalent in the 80 s, performance review programs have never been taken very seriously, nor have they been truly successful as a development tool. Meanwhile, the performance review remains one of the most dreaded tasks both manager and employee face. Managers typically don t have time to compose thoughtful evaluations, they re often undertrained or inexperienced, and many find it difficult to give frank performance feedback. The result is that reviews are typically late and poorly documented.
Employees become frustrated because their evaluations are sporadic and often confusing.
And the human resource department spends much of its time policing the process rather than adding value to it. In the past, organizations have attacked the problem by investing more time and money in training, or scrapping their entire approach and starting over. The Software Solution Addressing this problem is a new breed of software supported system that solves many of the problems of paper-based review systems, helps ensure reviews are consistent and legally appropriate, and supports best practices that result in greater productivity and employee satisfaction. Whether assisting in writing the review, setting goals or coaching employees, automated performance management systems provide the manager with HR, legal and management expertise at the point of execution. By giving managers online HR expertise and real-time tools to help them track and evaluate performance, the automated performance review system removes many of the barriers that have traditionally undermined the performance review process.