In the 1960s, animators had a vision of a future with flying cars and robot maids. The Jetsons was set in 2062 and was a utopia where everything was automated and the standard work week consisted of three hours a day, three days a week.
We're definitely not there yet. But as you head into performance review season, ask yourself if your talent management process is stuck in the past. Are you still wrestling with paper spreadsheets? Does it take hours for you to manually sort through data, analyze it and produce a report? Do you even know how accurate your data is?
And the biggest question: How can you properly plan for 2015 if you don't have clear and concise idea of where your organization is today?
The future is right now
Automating your performance management process can't shorten your work schedule to three hours a day, three days a week (and we doubt your senior leadership team would agree to that).
But... by automating the employee evaluation process, you can gain easy access to a wealth of data that can be used for performance analytics. For example, Halogen Performance™ allows you to maximize that data by filtering it any way you need to, whether you want to drive learning initiatives, create pay-for-performance programs or succession plans.
Does your performance review season to-do list look something like this?
- Identify workforce strengths and weaknesses
- Align goals and monitor their progress
- Assess and consolidate training needs
- Streamline your performance appraisal process
If you're using outdated manual processes, that represents hours of work. But automating doesn't just increase efficiencies for everyone involved in the process. It provides you with a wealth of data that demonstrates the ROI of your people strategies and investments. You can then use this data to shape the focus of your talent management programs in 2015.
How a performance management system can help you
maximize workforce analytics data
Identify workplace strengths and weaknesses
With easy access to competency scores, you can identify workplace strengths and weaknesses and tackle any issues head on. You can also compare ratings year over year so you can watch for improvement and monitor the effectiveness of your programs.
Align goals and monitor their progress
Managers can quickly see how individual, group and company goals align so you can spot problem areas and intervene. It also allows you to spot your top performers, and find out the reasons behind their success.
Assess and consolidate training needs
Because you can view all of your employees' development plans, you can easily see what their training needs are. You can also filter this data by location or department, making scheduling and delivery of training a snap.
Streamline your performance appraisal process
Create reports of each step in your performance appraisal process so you can see where bottlenecks form. Then you can easily find out if more resources or training would improve the situation.
What are you waiting for? This performance review season look to the future. Automating your processes will not only make your workload lighter, it will give you more accurate data that you can use to build your workforce.
Want more ways to refine your talent management processes and have a happy performance review season? Download the Performance Management Survival kit.
Your Turn: Do you gather workplace analytics more like the Flintstones or the Jetsons?