Due to its flexibility and multiple capabilities, employing a human resources information system (HRIS) to tackle the handling of a performance management strategy seems to make sense: an HRIS is already helping to manage the company’s HR data, after all, why not address performance management too?

Data-driven platforms exist to supply actionable insights that can fulfill the goals of any performance-focused company. Organizations can say goodbye to recording and reviewing data on spreadsheets and Word documents, and apply input backed by people science to optimize workflows.

Data management alone does not tell the full story

While an HRIS might be proficient at the data management component of data collection, it cannot process a vital aspect of the company’s approach to performance management – the employee’s actual experiences and wellbeing. As Deloitte research points out, employees who are more satisfied with their company’s approach to performance management are 1.3 times more likely to meet their targets – and are more than double as likely to be innovative in their work approach; for example, being creative in problem-solving.

But relying solely on an HRIS negates these critical points. This is because the innovation driver for an HRIS is its competitors: HRIS platform providers often mirror one another’s platforms instead of being driven by user needs.

HRIS platforms are designed based on logical sequences and process flows, but rarely do they incorporate input from specialists in the field of organizational psychology. Occupational psychologists and people scientists systematically analyze how the performance management process can be used to engage and motivate employees throughout the performance process, rounding out the necessary ‘human’ information that should be prominent in a human resource platform.

HRIS platforms can be exceptional at simplifying and providing universal HR data management functionality, but they are often a collection of discrete databases, with newer features tacked on rather than a single, holistic, integrated system built with performance imperatives in mind from the get-go.

Fortunately, an effective performance management and employee experience platform like Culture Amp can work together with the HRIS to make the jobs of time-poor HR professionals easier. Using such a service, HR teams can provide higher impact in their reporting and goal-tracking to the boardroom – both easing progress tracking and ensuring the goals of the individual are aligned with the goals of the firm.

Streamlining HR processes and performance reviews

There’s clearly the need for a dedicated performance management system, as the multidisciplined H&H Group found when implementing Culture Amp’s all-in-one Performance and Engagement tool for its over 3,400 global workforce, including 290 employees based out of Australia and New Zealand (ANZ)

While other organizations were reporting low engagement rates with traditional performance appraisal systems, 85% of H&H Group’s ANZ employees reported successfully turning around a full performance cycle – the highest completion rate since introducing a formal performance management tool.

Using Culture Amp’s platform, H&H Group managed to put in place a feedback-focused performance culture in under six months. In that brief period, 84% of Group members independently requested performance feedback from peers and direct reports without needing any prompting from HR or line managers – showcasing just how H&H workers were engaged  across the board, from  team members to leaders. A dedicated employee experience platform would not only cover surface-level performance management, but a platform like Culture Amp flips the script and simultaneously extends support for existing HR system functionality, by leveraging technology that focuses on culture and on humanizing the employee experience, placing employee usability functions at the forefront

Culture Amp’s platform is built from the ground up to track, analyze and present performance data in an easy-to-use and comprehendible manner, by tapping cutting-edge research, powerful technology, and the largest employee dataset in the world. For example, instead of opening various windows and scouring the platform, only data applicable for employee performance reviews and goal-setting is initially surfaced. Across the business, Culture Amp makes the right information visible to a company’s various stakeholders, which is why the most innovation-driven outfits like Salesforce, Unilever, PwC and BigCommerce depend on Culture Amp daily.

Studies also indicate that the classical performance review process is not as informative or useful as was once believed, with nearly nine out of ten HR leaders stating that the process doesn’t yield accurate enough context about performance. Culture Amp propagates a culture of frequent feedback so that the data gathered can be turned into actionable, measurable insights constantly, so managers can set and track realistic goals for their staff.

Even though an HRIS is not custom-fitted to surface and focus on performance management, it is still the go-to platform for managing other HR support processes like payroll and employee benefits. Nonetheless, a thought-through, integrated platform like Culture Amp can sync with HRIS platforms so that all data can be unified and presented holistically, providing a comprehensive view of the organization’s performance.

Positive culture development can only occur with good performance management. Culture Amp helps define the balance between development and performance, so that employees are on an upward career growth trajectory while hitting company goals and targets. This is not only critical for sustainable business performance, but is one of the most effective ways to keep employees engaged and retain them longer.

Ultimately, a performance management system is only as good as the questions asked to measure performance.  Culture Amp has dedicated templates designed and validated by experienced and knowledgeable people scientists who have studied occupational behaviors in-depth, helping ensure the data collected will, in turn, be valid and effective in measuring performance.

Synchronize your HR tools sooner rather than later, and streamline employee performance management & reporting today. Still not convinced how an employee experience platform can address HR pain points such as saving on time costs, provide easier intuitive usability, and successfully align both company and individual goals?  Find out with this 3-minute Culture Amp demo that shows the platform in action from A-Z, showcasing how to drive better, performance-oriented business workflows.

The post HRIS collects performance data, Culture Amp drives performance outcomes appeared first on Tech Wire Asia.

Many organisations are striving to find the right blend between remote and office-based work. Employees too can also be divided on the topic, with many eager to be in-person yet some adamant about their desire to work totally remotely. Knowing the actual sentiment in the organisation is the first step towards creating the work environment that will support a company’s people to thrive.

The Disconnect – Why Us and Them Isn’t Working

There’s clearly a disconnect between leadership and employees on this single issue. It may not have led to a mass exodus per se, but the Great Resignation has caused many to consider quite how estranged they have become from their colleagues and the culture of the working environment. Aside from remote vs office friction, employee leavers cited other reasons for leaving, including:

• Dissatisfaction with a management that’s seen as pre-occupied,
• Lack of professional advancement, personal growth, and fair compensation,
• Limited flexibility in working patterns and a lack of workplace benefits.

According to exit survey data from 2021, the many employees (61%) would still recommend their ex-employer’s organisation as a place to work. But while that figure represents a majority, there’s still clearly a lot of progress that can be made. The survey’s detail reveals most ground can be made up in the area of alignment between employers’ decisions and employees’ perceptions of the motivations for those decisions.

The Realignment – How Working Cultures Make the People Great

What should business leaders look out for? How can they better understand the needs of their workforce? Here’s what we know: what can really connect management with their workforce is a better understanding of the parts of the employee experience that are either enabling or hindering both motivation and engagement.

The only way to reach that understanding is to create a feedback strategy that surveys employees on their perceptions and experiences at work. By collecting the right data, and understanding the insights drawn from the results, managers can take action to create meaningful change for their people.

In a typical business, surveys happen at moments that matter  – six months into a new contract or during performance reviews. But more regular communication between colleagues, management, supervisors and employees can help create insights into the workplace that pays dividends to employees and strategy-makers alike.

The often-used ethos of having an “open door policy,” is highly positive, but done right, the workforce’s sentiments should always be apparent to an engaged management. To get to that stage, companies have to go beyond making sure all personnel have a direct line to management and proactively create two-way communication and feedback loops,

An example of using these policies and practices effectively can be seen with THE ICONIC – a Sydney-based Australian fashion and lifestyle retailer. After seeking employee feedback last year, it was discovered that 50% of the organisation’s workforce wanted more structure in conversations between employees and managers. This finding appeared in the bi-annual Engagement Surveys commissioned by Culture Amp. Maria Koralis, director of people and culture at THE ICONIC, went to Culture Amp for recommendations for “… a solution to start with to formalise what we were [already] doing. Culture Amp gave us the tools to set that up,”

A key feature of Culture Amp is the self-reflection tool. With it, THE ICONIC created an objective approach to performance reviews and optimised collaboration with their staff. In a space where employees can express their motivations and feelings clearly and openly, the individual themselves can learn about the best way forward, in accordance and with the support of their line managers. For THE ICONIC, the workforce self-reflection and feedback environment created positive outcomes in management-workforce discussions.

MATCHESFASHION, a personal luxury shopping brand, realised that in the case of smaller teams, connection and culture were easy to foster. However, as the company grew, it became increasingly more important to build a culture of feedback. With Culture Amp’s surveys, reports, and collaboratively-created action plans, MATCHES was able to better focus on what mattered most to its workforce. People felt they were being heard and, critically, became aware of their role in the way the company wanted to drive change. “Culture Amp created a real shift in our culture, ensuring the relationship between People Team and operations evolved,” shared Victoria Ashley, Head of People and Talent at MATCHES.

The Goal – Rise and Thrive With Each Other

Culture Amp promises a holistic approach to drive employee engagement, development and performance. Beyond providing real avenues for employers to help their personnel develop, it can also deepen trust with the workforce and help to create a culture that values feedback.

The Culture Amp platform is where the relationships that are the mainstay of a modern organisation are built. Management can easily gather opinions (“How are we doing?”, “What do you think about our new direction?”), employees can talk openly about how they feel things are progressing, and the empirical data forms actionable insight into the business’s overall strategy all backed by people science and data.

The space for self-reflection for all parties leads naturally to a culture of peer review and an ability to share personal agendas for growth and development right across the company. And thanks to deep integration with the rest of the IT stack, existing tools, like comms platforms, for example, can be brought into play too. That makes the Culture Amp methodologies part of the existing framework in which people work – not a separate space.

Companies using this technology amplify their people’s voices, their management’s choices and in total, empowering organisations to create a better world of work. To learn more about a product built for everyone in your company, reach out to a representative to learn more.

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