PERFORMANCE & PRODUCTIVITY
Why You Should Not Use HRIS For Performance Management
HR administration and performance management are two very different sides of the people management coin.
Despite their often overlapping features, modern performance management cannot, and should not, be a purely administrative function.
In this regard, HRIS systems are ill-equipped or lack the tools to handle the necessary functions of an effective performance management system.
HRIS systems do some jobs really well, but not all of them - in the main, they are solutions focused on the administrative functioning of an efficient HR department. They help HR teams organize and administer data for HR functions, such as payroll, salary information, contract details, basic employee information, time off and holiday organization, with some crossover into recruitment and onboarding tools.
The primary focus of an HRIS system is not, incidentally, performance management. This is because at the core of HRIS solutions is accurate HR functionality - not the employee – and for that matter business – productivity & performance or end user's career and development.
This conceptual understanding of HRIS - that it works incredibly well at storing, organizing and securing employee and legal information, but is not built to handle the more personal, more employee-focused feedback and appraisal elements of human resources - is vital.
It helps frame an understanding of why a standalone – but integrated performance management solution is warranted, especially in the modern age when leaders need to swiftly respond to ever-changing environment and pressing challenges, and employees demand more personalized styles of management that prioritize their career and development.
"This is not to say that HRIS systems are not effective - they are, and will continue to innovate and improve HR functions."
This is not to say that HRIS systems are not effective - they are, and will continue to innovate and improve HR functions. But here at LutherOne, we have seen how vast improvements to employee happiness and company productivity can be realized when performance management is given its own space and platform.
How does LutherOne improve a culture of legacy performance management, away from the stifling inefficiencies of admin-head HRIS systems?
Performance is more than admin
Effective performance management is so much more than the annual check-in. HR teams for years now have been factoring more frequent, more personalized forms of “check-in”, to keep abreast of employee behaviors and engagement.
Well-structured performance management platform providers such as LutherOne incorporate these sometimes disparate elements of modern staff management - such as engagement surveys, continuous feedback systems, internal social networks, 360 feedback, and skills competence - into one place, where eagle-eyed HR leads and line managers can build more complete, more holistic “maps” for their employees.
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Elevating performance management beyond an admin task means your team will feel more heard, more engaged with, and more cared for.
A culture of growth, or an annual review?
The annual review is a legacy performance management system that is neither effective nor particularly desired by employees. HRIS systems are generally not optimized for this sort of consistent performance analysis, and their sometimes clunky and inefficient UI can make it harder, rather than easier, to build performance mapping tools.
This is why continual evaluation tools or platforms - and establishing a culture of continuous feedback and communication between management teams, peers, and HR stakeholders - is so powerful at generating better employee performance and providing more accurate feedback to employees.
Continual performance management creates a context for the work your employees are doing. With unique performance management platforms like LutherOne, our easy to navigate dashboard comes equipped with access tools for staff and managers alike to provide real-time feedback on goals and career development.
Rather than employees having to wait to see if their labor is rewarded, managers can hyper-personalize real-time feedback directly to their teams, and do so no matter the team size.
Rather than employees having to wait to see if their labor is rewarded, managers can hyper-personalize real-time feedback directly to their teams, and do so no matter the team size.
Ready to step-up your performance management game too? Reach out today for a free demo.
