ELECTRONIC PERFORMANCE
MANAGEMENT SYSTEM
INTRODUCTION
THE PLANNING, EXECUTION, AND APPLICATION OF
INFORMATION TECHNOLOGY IN THE MANAGEMENT OF
THE PERFORMANCE MEASUREMENT SYSTEMS IS
REFERRED TO AS E-PERFORMANCE MANAGEMENT. E-
PERFORMANCE MANAGEMENT IS A SUBSET OF E-HRM,
OR THE ELECTRONIC HUMAN RESOURCE MANAGEMENT
SYSTEM (HRIS). IT IS POSSIBLE TO ALIGN THE
PERFORMANCE MANAGEMENT SYSTEM WITH THE
ORGANIZATION'S OBJECTIVES, POLICIES, AND
PROCEDURES USING AN IT-ENABLED PMS. THE
HIERARCHICAL E-HRM FUNCTION OF E-PERFORMANCE
MANAGEMENT IS USED TO SUPPORT BUSINESS
OPERATIONS. ORGANIZATIONAL PLANNING AND
RECRUITING ARE ALSO AIDED BY RELATIONAL E-HRM
FEATURES.
BENEFITS OF ELECTRONIC PERFORMANCE
MANAGEMENT SYSTEM
• Formalizes the connection between
Strategic Objectives and Individual
Accountability Goals of Employees.
Efficiency • The method of performance
Ease of assessment is automated.
access • It gives you a simple outline of your core
and use competencies and encourages you to
Clear provide input on a regular basis.
expectations • Allows you to focus on and rank your
Con results and creates a clear picture of
siste how you are assessed.
ncy • Defines opportunities for development.
Transpar 3
ency
Annual Performance LifeCycle
Step 1 Set Priorities: In the Task Planning Workbook, you and your boss determine
performance objectives..
Step 2 3-month update: You and your boss talk about how far you've gotten on
your targets in the last three months.
Step 3 .Annual Evaluation: For the annual review period, you and your boss evaluate
your results.
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Setting Goals
•SETTING SMART OBJECTIVES:
•THE SMART PROCESS IS A TOOL FOR
SETTING AND TRACKING ATTAINABLE
AND OBSERVABLE OBJECTIVES.
• SPECIFIC – DESCRIBE EACH GOAL AND
There are three ways
THE FINAL OUTCOME IN DETAIL. to set goals in the
• MEASURABLE – SPECIFY THE
SPECIFIC PARAMETERS THAT WILL BE
system
USED TO ASSESS SUCCESS.
• ACHIEVABLE – THE OBJECTIVES 1. Create a Goal
SHOULD BE WITHIN YOUR GRASP.
GOALS SHOULD BE DIFFICULT BUT 2. Goal Wizard
ATTAINABLE.
• RELEVANT – TARGETS MUST BE IN
3. Goal Library
LINE WITH THE ORGANIZATION'S
OBJECTIVES AND PRIORITIES.
• TIME-BOUND – GOALS SHOULD
INCLUDE CLEAR TARGETS AND 5
DEADLINES, AS WELL AS DATES FOR
COMPLETION.
CASCADING GOALS
• Goals may be passed down from a boss to
direct reports in a cascade or in a sequential
manner. The target can be changed and
tasks applied to it during the cascading
process.
• Only the manager or the GPS system
administrator in HR may remove a target that
was entered incorrectly.
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IMPORTANCE OF GOALS
• Goals can be tactical or functional, based on your role. A segment for
specific objectives is also included as an afterthought.
• If no targets are set, a worker's overall output rating would be distorted
by 75% to the unfavorable. As a result, it's critical to enter goals before
launching the performance assessment method, and to double-check
that the objectives are right.
• Objectives from the Goal Planning Worksheet are entered into the
Performance Evaluation system, and figures are allocated to each.
The cumulative rating score is then calculated (on a scale from 1 to 5).
• Goals are worth 75 percent of the total score, while areas of expertise
are worth 25 percent.
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How do I use E performance management?
What exactly is it? Every three months,
you and your boss can update or
revisit your targets and their
development. Simply set up a meeting
with your boss to discuss your
objectives.
Shared Roles:
Your boss should set up a meeting
How does it assist? Allows you and
to review your objectives and
your boss to review results, update current results.
goals, and define areas for
improvement for the remainder of the Review/update any notes you've
year. made about your results and
achievement of goals so you're
ready for the quarterly meeting.
Smart Tip:
It is a good idea to save (as a pdf) and
print your goal planning workbook for
your records.
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: Year-End Evaluation
• Evaluation forms will be available near the
end of the evaluation year, and you will be
notified by email from the Smartphone app.
• What exactly is it? An evaluation of your
results over the course of the year. Your
supervisor will have all ratings and
supportive feedback after you have
completed the self-assessment/evaluation.
• How does it assist? Confirms your success
skills and knowledge and outlines your
abilities and growth areas for the next year.
Smart Tip
When the Performance Evaluation Form is
Your Role: introduced later in the fiscal year, goals are
1. Enter your Performance Review form by immediately filled. As a result, please double-
logging into GPS. check your [Link] see the Self-
2. Complete your self-evaluation and provide Evaluation Fast Reference Guides. The GPS
detailed descriptions and facts. performance appraisal forms contain the
same information as the paper forms you're
3. Save and check your work before submitting used to.:
the form to the boss..
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Year-End Evaluation Routing:
1. Employee Self-Assessment – to be done by staff
and then sent to the manager.
2. The manager completes an annual evaluation.\
3. A one-on-one meeting between the manager and
the employee to discuss results.
4. An electronic signature form is sent to the
employee.
5. Director receives form for electronic signature
6. HR will check the form.
7. The form has been completed and preserved.
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THANK YOU!
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