Abstract
Performance management is a valuable tool for any organization to achieve its strategic objectives and align its resources. It is identified to lead a productive workforce and improves employee engagement. However, due to the disruption of technology in the various dimensions of the environment, HRM systems have undergone many changes. Organizations have adapted to the technological outburst and synchronized their activity around it. Present times observe a heavy use of technology in the day-to-day HR functions. Performance management has also been hugely impacted by the manifestation of technology, where many organizations have adopted the use of technology for the same. The stance of the management on the use of technology for performance management is often deliberated upon; hence, the outlook of employees on the use of technology for performance management has been unclear. For this chapter, the authors consider the employees in the education sector and their perception of the effectiveness of the use of technology/software for performance management based on different parameters.
TopBackground
Many a little makes a mickle is precisely what Performance management is about, where the performance of every individual in the organization is managed so that it contributes to the performance of the organization. In simple terms, Performance Management is the system the management deploys to analyze the performance of the employees based on the pre-determined standards or goals and comparing it to the actual performance. Performance Management according to (Armstrong 2000) is a systematic process for improving the performance of the organization through the improvement of the performance of individual and the team, by acting as a means to get a better result by considering & administering the organizations performance within the established structure of predefined goals and the proficiency required. Performance Management and Performance Management System are commonly used but when explored a considerable difference is established (Broadbent & Laughlin, 2009). Performance appraisals are the start of the Performance management activities, these also involve evaluation, goal-setting, training, and reward systems (Denisi & Murphy, 2017).
Key Terms in this Chapter
Performance Indicators or Key Performance Indicators (PI/KPI): The criteria based on which the performance of the individual is measured.
Elevated Performance: The stage where the performance exceeds the previous or the expected performance. The performance delivered is of higher quality.
Digitalization: The process of computerization of the process, which includes use of technology, internet, etc. It leads to reduced paperwork.
Performance Management System (PMS): The tools and techniques employed by the organization to appraise the performance of the employees. It is liable to communicate and allocate accountability and supervise the performance of the employees.
Transparency: Transparency refers to the degree of openness allowed to access the information to the employees.