Training in Electronic Performance Management: A Report for HR

This report provides a comprehensive overview of Electronic Performance Management (EPM) systems, focusing on their application in HR executive training. It defines E-Performance management, highlighting its role in planning, implementation, and IT integration within performance management. The report outlines the characteristics of EPMS, such as streamlining workflows, automating tasks, and empowering employees, and details the advantages for both managers and organizations, including improved feedback, increased productivity, and clarified expectations. The report also explores E-Performance management system tools like 360-degree feedback and reward programs, drawing on references to support the concepts discussed. This assignment is designed to provide a valuable resource for HR professionals looking to understand and implement EPMS effectively.

TRAINING IN
ELECTRONIC
PERFORMANCE
MANAGEMENT
Name of the Student
Name of the University
Author Note

INTRODUCTION
 Performance management refers to a shared
understanding as to how various individuals may
make a contribution to the goals of an
organization.
 Effective performance appraisals and
management entail a focus on the alignment of
workforce, the building of competencies and an
improvement in employee development and
performance, with the sole aim of driving better
results for a business organization (Hosain 2017).
 This assignment points out the salient features of
the Electronic Performance Management System
that can serve to be useful for HR executives who
are being trained in the use of such a system.

INTRODUCTION

E-PERFORMANCE MANAGEMENT
– AN OVERVIEW
 E-Performance management refers
to the planning, the implementation as
well as the application of different types
of information technology that have to
come into play when running a
performance management system.
 It is an essential component of the
Human Resource Management Process
(Hosain 2017).

E-PERFORMANCE MANAGEMENT
– AN OVERVIEW
 Via the use of what may be termed
as IT enabled Performance Management
System, it is feasible to engage in the
integration of policies, practices and
strategies of the organization within the
process of performance management
(Monde and London 2018).

E-PERFORMANCE MANAGEMENT
– AN OVERVIEW
 E-performance management may
be perceived as a relational HRM
function. It helps in supporting business
processes in an organization.
 The Relational E-HRM functions are
those that play an active role in
facilitating the training process while
also supporting the recruitment
functions that are undertaken in an
organization (Monde and London 2018).

E-PERFORMANCE MANAGEMENT
– AN OVERVIEW
 Some of the other essential
functions that are performed by the E-
HRM system are functions which are
transformational and operational in
character.
 Examples of this include the
performance of various types of
administrative functions and duties such
as the management of the staff
inventory and the payroll among other
things (Payne et al. 2018).

CHARACTERISTICS OF THE
E-MANAGEMENT SYSTEM
 •Streamlining of workflow and the
reduction of paperwork
 •The automation of all types of HRM
tasks that are redundant in nature
 •Empowerment of employees towards
embracing what may be termed as self-
reliant HRM system
 •Bringing about an improvement in time
management (Payne et al. 2018).

E-PERFORMANCE MANAGEMENT
– AN OVERVIEW

CHARACTERISTICS OF THE E-
MANAGEMENT SYSTEM
 •Ensuring that the number of informed
decisions that are made are greater in
number
 •Keeping the employees in the company
entirely informed about all types of
corporate events and HR compliance
issues
 •Offering a model of human resource
management that is flexible in nature
which is capable of meeting the needs
and requirements of a globally diverse
workforce (Hosain 2017).

ADVANTAGES OF EPMS
FOR MANAGERS
 •Instant feedback received on the
performance of employees
 •No need of rewriting the performance
contracts on a yearly basis (Monde and
London 2018).

ADVANTAGES OF EPMS
FOR THE ORGANIZATION
 •Increased employee retention as well
as employee loyalty
 •High levels of productivity
 •Clarification of employee expectations
 •Easy clearance of cost accountability
as well as cost advantages (Monde and
London 2018).

E-PERFORMANCE
MANAGEMENT

E-PERFORMANCE
MANAGEMENT SYSTEM TOOLS
 •Increased employee retention as well
as employee loyalty
 •High levels of productivity
 •Clarification of employee expectations
 •Easy clearance of cost accountability
as well as cost advantages (Schleicher
et al. 2018).

E-PERFORMANCE
MANAGEMENT SYSTEM TOOLS
 •360 Degree Feedback
 •Reward and Recognition Measures or
Programs
 •Setting of important challenges and
goals (Schleicher et al. 2018).

REFERENCES
 Hosain, M.D., 2017. The impact of E-HRM on organizational
performance: Evidence from selective service sectors of
Bangladesh. International Journal of Human Resources
Management (IJHRM) ISSN (P), pp.2319-4936.
 Mone, E.M. and London, M., 2018. Employee engagement
through effective performance management: A practical
guide for managers. Routledge.
 Payne, S.C., Mendoza, A.M. and Horner, M.T., 2018.
ELECTRONIC PERFORMANCE MANAGEMENT. The Brave
New World of eHRM 2.0, p.189.
 Schleicher, D.J., Baumann, H.M., Sullivan, D.W., Levy, P.E.,
Hargrove, D.C. and Barros-Rivera, B.A., 2018. Putting the
system into performance management systems: A review
and agenda for performance management research.
Journal of Management, 44(6), pp.2209-2245