With the advancement of tools & technologies at our bay, We have come in the era of Artificial Intelligence & Machine Learning. Now, everything is done online & surely it helps in many aspects. What is your view on performance management & employee engagement, when its done through a platform which is purely based on latest advancements?
From India, Bengaluru
From India, Bengaluru
Dear Chitranshnaman,
There appears to be a mismatch between the heading and the main body of your post. The heading reads "How Does An Employee Engagement & Performance Management System Help In HR Management?" This is a fundamental question. Sufficient web resources or books are available in the market. You may refer to these to educate yourself.
However, the main body of the post talks about the impact of advancement in technology on various facets of HR especially on Performance Management (PM) and Employee Engagement (EE). Well, gentleman, any technology is only a facilitator or enabler for speedy decision making. It saves time. But then as far as the PM is concerned, what you measure is more important than the method of measurement. What if the company does not measure a few important measures that are essential for the business? The same case is about EE also. After measuring the EE score, the company should go further and use HR Analytics. But what if EE is not measured?
As far as this forum is concerned, there are many posts on EE but all are related to engagement activities in the office but not a single one on EE measurement.
Therefore, the challenge is not technology per se but the challenge is awareness of HR professionals on these core subjects. The second challenge is that if HR is knowledgeable on the subjects then their top leadership may not be. They have a poor understanding of HR as a science. Unless they understand nothing is going to change.
Today, in many companies modern HRIS or HRMS systems are used. These are not stand-alone computer-based but IT-based. Notwithstanding this, companies ask for a 90-day notice period before resignation but take 45-60 days for Full and Final (FnF) settlement? As long as company administration does not eradicate these anomalous practices, advancement in technology like artificial intelligence or machine learning could turn into an artifice.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
7881There appears to be a mismatch between the heading and the main body of your post. The heading reads "How Does An Employee Engagement & Performance Management System Help In HR Management?" This is a fundamental question. Sufficient web resources or books are available in the market. You may refer to these to educate yourself.
However, the main body of the post talks about the impact of advancement in technology on various facets of HR especially on Performance Management (PM) and Employee Engagement (EE). Well, gentleman, any technology is only a facilitator or enabler for speedy decision making. It saves time. But then as far as the PM is concerned, what you measure is more important than the method of measurement. What if the company does not measure a few important measures that are essential for the business? The same case is about EE also. After measuring the EE score, the company should go further and use HR Analytics. But what if EE is not measured?
As far as this forum is concerned, there are many posts on EE but all are related to engagement activities in the office but not a single one on EE measurement.
Therefore, the challenge is not technology per se but the challenge is awareness of HR professionals on these core subjects. The second challenge is that if HR is knowledgeable on the subjects then their top leadership may not be. They have a poor understanding of HR as a science. Unless they understand nothing is going to change.
Today, in many companies modern HRIS or HRMS systems are used. These are not stand-alone computer-based but IT-based. Notwithstanding this, companies ask for a 90-day notice period before resignation but take 45-60 days for Full and Final (FnF) settlement? As long as company administration does not eradicate these anomalous practices, advancement in technology like artificial intelligence or machine learning could turn into an artifice.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
One of the most important aspects of an organization’s performance management system is having a purpose. This is the reason why companies have to set the system up in specific ways, or else employees in the organization won’t see it as an essential component of their day-to-day responsibilities.
When their superiors are not continuously setting and communicating performance goals, employees will feel useless, unmotivated, and unproductive. It is for this reason that companies need to dedicate a great deal of resources to performance management systems objectives.
Performance management is a company’s tool for managing performance, which will lead to the achievement of the organization’s strategic goals. The main purpose of a performance management system is to help an organization encourage, motivate and reward its employees in such a manner that they will work at peak efficiency and produce the best results. In order to achieve this objective, organizations have devised performance appraisal systems.
From India, Mumbai
When their superiors are not continuously setting and communicating performance goals, employees will feel useless, unmotivated, and unproductive. It is for this reason that companies need to dedicate a great deal of resources to performance management systems objectives.
Performance management is a company’s tool for managing performance, which will lead to the achievement of the organization’s strategic goals. The main purpose of a performance management system is to help an organization encourage, motivate and reward its employees in such a manner that they will work at peak efficiency and produce the best results. In order to achieve this objective, organizations have devised performance appraisal systems.
From India, Mumbai
Today it has become necessary to use technology in having a vibrant Performance Management System. The days of paper based performance appraisal are over. This is particularly so in medium sized and large organisations. Like other areas of HR, in PMS too the latest technological process are finding place and making the processes faster and more meaningful.
As regards use of AI & ML, there are lot of applications of them in PMS. AI in particular can be very useful in setting targets, evolving automatic result recording and timely feedback system. Machine learning could be useful in analysing performance results, find out patterns and to point out the areas needing improvement.
However, one thing not to be missed, it is the performance of the human beings that is to be managed. So the focus has to be human being and technology is no substitute for it.
From India, Mumbai
As regards use of AI & ML, there are lot of applications of them in PMS. AI in particular can be very useful in setting targets, evolving automatic result recording and timely feedback system. Machine learning could be useful in analysing performance results, find out patterns and to point out the areas needing improvement.
However, one thing not to be missed, it is the performance of the human beings that is to be managed. So the focus has to be human being and technology is no substitute for it.
From India, Mumbai
Dear Colleague,
Your Question : With the advancement of tools & technologies at our bay, We have come in the era of Artificial Intelligence & Machine Learning. Now, everything is done online & surely it helps in many aspects.
Reply: Yes, in todays world every thing is automated / on-line/ digital and Technology based. We are living in an era that our life is integrated with lot of Technology usages which had become part of life and inevitable. We experience AI, Robotics, ML, 3D Printing and so on and everything is rapidly moving ahead whether we like or not. It is absolutely order of the day and the future is much digital oriented.
Your Question : What is your view on performance management & employee engagement, when its done through a platform which is purely based on latest advancements?
Reply : What I understand from your question is slightly different. What I presume is that when every work is automated what is the role of Performance Management and Employee Engagement. How it is relevant in this digital scenario when everything is done by Technology more and less by Human.
In this situation, it is a big question before us when most of the jobs are done by the Machines and Technology what role the Performance Management is going to have. My way of looking it at this is very positive. More and more technology is used, more and more automation happens the skill level of Human engaged will also increase and what was done by an ITI holder in the past now may required an Electronics Engineer to do or Instrumentation Engineer has to do. Here the more complexities in the Technology requires higher order Technical skills wherein the more and more robust system of Performance Management is very well required and it will not diminish but it will further strengthen unless until the last Human is employed to operate. Here the KPIs and KRAs will be in a bit of higher order and more of technical where the impact of operation and profit is depending on the Human element controlling or monitoring the Technology. Hence the Performance Management system has to be revamped in a higher order using technology, the measure, the tools, the KPIs will be much technically to be designed and adopted as Performance Management System will also continue along with technology advancement.
In case of Employee Engagement, where more and more Technology and Advancement happens in your Operations in day to day working, then more and more exciting employee engagement interventions with much deeper design and innovation may be required. What we do on the current Employee Engagement Initiatives may not work in a situation where Technology dominates the Human. But more robust Engagement Plans are to be designed coping with the changes that happens around the Role and Jobs and Candidates' Profile and more ahead to innovate and trigger the much suitable and advanced Engagement Plans for the Talents by unlearning what is being done now.
In my view, whatever the advancement of Technology happens around, the PMS and EE systems will continue with more deeper designs and much closer and closer.
For example when Manual Laboratory Tastings were used in Factories, we had PMS and EE for the so called Lab Technicians and when we gone for Robotics in Labs with insertion of Robots also we have PMS and EE for those Robot Engineers with completed new ways of looking at PMS and EE.
This is how I look forward.
From India, Chennai
Your Question : With the advancement of tools & technologies at our bay, We have come in the era of Artificial Intelligence & Machine Learning. Now, everything is done online & surely it helps in many aspects.
Reply: Yes, in todays world every thing is automated / on-line/ digital and Technology based. We are living in an era that our life is integrated with lot of Technology usages which had become part of life and inevitable. We experience AI, Robotics, ML, 3D Printing and so on and everything is rapidly moving ahead whether we like or not. It is absolutely order of the day and the future is much digital oriented.
Your Question : What is your view on performance management & employee engagement, when its done through a platform which is purely based on latest advancements?
Reply : What I understand from your question is slightly different. What I presume is that when every work is automated what is the role of Performance Management and Employee Engagement. How it is relevant in this digital scenario when everything is done by Technology more and less by Human.
In this situation, it is a big question before us when most of the jobs are done by the Machines and Technology what role the Performance Management is going to have. My way of looking it at this is very positive. More and more technology is used, more and more automation happens the skill level of Human engaged will also increase and what was done by an ITI holder in the past now may required an Electronics Engineer to do or Instrumentation Engineer has to do. Here the more complexities in the Technology requires higher order Technical skills wherein the more and more robust system of Performance Management is very well required and it will not diminish but it will further strengthen unless until the last Human is employed to operate. Here the KPIs and KRAs will be in a bit of higher order and more of technical where the impact of operation and profit is depending on the Human element controlling or monitoring the Technology. Hence the Performance Management system has to be revamped in a higher order using technology, the measure, the tools, the KPIs will be much technically to be designed and adopted as Performance Management System will also continue along with technology advancement.
In case of Employee Engagement, where more and more Technology and Advancement happens in your Operations in day to day working, then more and more exciting employee engagement interventions with much deeper design and innovation may be required. What we do on the current Employee Engagement Initiatives may not work in a situation where Technology dominates the Human. But more robust Engagement Plans are to be designed coping with the changes that happens around the Role and Jobs and Candidates' Profile and more ahead to innovate and trigger the much suitable and advanced Engagement Plans for the Talents by unlearning what is being done now.
In my view, whatever the advancement of Technology happens around, the PMS and EE systems will continue with more deeper designs and much closer and closer.
For example when Manual Laboratory Tastings were used in Factories, we had PMS and EE for the so called Lab Technicians and when we gone for Robotics in Labs with insertion of Robots also we have PMS and EE for those Robot Engineers with completed new ways of looking at PMS and EE.
This is how I look forward.
From India, Chennai
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Employee Engagement Study.doc
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