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Performance Management Software

Integration Between Your HCM and Performance Management Software
Authored By: HR Performance on 10/5/2017

Consider how many new employees you hire or let go each year, and calculate the number of position changes and other similar administrative items. Then, total up the time it takes to make those changes in your various HR systems. How can HR eliminate this drain on their limited bandwidth?

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Can HR Simplify the Succession Planning Process?
Authored By: HR Performance on 9/29/2017

Succession planning should begin long before successors are needed - and the process should be easy. Unfortunately, many HR teams don’t feel that they have the necessary tools to be as effective as they would like to be. So, what might succession planning look like at your organization with the right processes and tools?

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Employee Recognition and Technology: What to Know.
Authored By: HR Performance on 9/7/2017

What type of results could you get if employees felt happier, more proud of their work, and more satisfied with their jobs? Research suggests customer satisfaction, profitability, and productivity will all improve when you are recognizing employee success the right way. Let’s discuss a few ways an organization can recognize an employee using good technology.

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Corrective Action: What is Your Company Process?
Authored By: HR Performance on 8/31/2017

When a manager has to address deficiencies in an employee’s performance or behavior, it is vital that they have a process to follow. These processes give managers guidelines that they need, and they protect the company while treating all employees equitably. Let’s explore a few details around corrective action processes and how technology can help make the process easier.

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CEOs Need a Culture of Goal Actionability to Drive Performance
Authored By: HR Performance on 8/24/2017

SMART goals are easy to talk about but are almost always poorly implemented and monitored, much to the disappointment of CEOs and HR. In fact, the ‘A’ in SMART is often the hardest to implement, keeping a culture of truly actionable goals out of reach. But, apart from this being important to the CEO and HR – why should this be a company priority and how can HR get started?

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The HR World is Moving Toward Data-Based Decisions
Authored By: HR Performance on 7/19/2017

While our HR intuition still plays an important role, we can no longer rely on that alone in order to compete. Forward-thinking HR teams use performance management software that offers visualization tools, which work as a form of knowledge compression by squeezing an enormous amount of information and understanding into a small place. For example, in an effort to find more good sales people, a large financial institution began...

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Top Performers: How HR Can Identify, Understand, and Retain Them
Authored By: HR Performance on 7/12/2017

Who are your best employees and what do you really know about them? Did you hire them from a certain industry? Did they move up in your organization via a specific career path? Did they work under a manager who helped them take their skills to the next level? How do you determine who the best people are so that you can begin to replicate their success and ensure they are retained over the long-term?

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Improve Check-Ins Through Action Steps, Deadlines, and Alerts
Authored By: HR Performance on 6/28/2017

Providing informal and real-time feedback via regular check-ins is something HR Performance Solutions has advocated for years. How can good performance management software use action steps, deadlines, and alerts when it comes to managing regular check-in processes?

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The Ratingless Reviews Continuum
Authored By: HR Performance on 5/3/2017
HRPS on YouTube

People sometimes say it’s a Fool’s Choice when you feel as if you only have two options. The argument about performance appraisal ratings seems to fall into that category, but there are always other options. Let’s explore a few scenarios around ratings.

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Managing Expectations: Which of Your Managers Do It Best on 4/26/2017

Many organizations have employees who don’t understand what is expected of them.  This lack of clarity leads to decreases in productivity and morale. It is a manager’s responsibility to provide a clear vision of what is expected of their employees.  

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The Most Underutilized Tool in Performance Management: Competency Measures
Authored By: HR Performance on 3/7/2017

When it comes down to it, how are you really supposed to know if an employee is a relatively stronger performer?  How do you know if the competencies within performance evaluations are meaningful to employees as they strive to improve their performance? The answer is simple.

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Provide The Resources Your Employees Need
Authored By: HR Performance on 3/6/2017

It is very likely that your organization has innovative employees, yet you may not see a lot of resultant innovation. Why might this be? Research shows that one of the main reasons employees fail to innovate within their organizations is because they can't get the resources they need to bring their innovative ideas to life. So, how can HR help?

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HR Strategy, Culture & Technology Simplified for You
Authored By: HR Performance on 2/8/2017

The Sierra-Cedar 2016–2017 HR Systems Survey White Paper, 19th Annual Edition, is a powerful resource for human resources departments of all sizes. Since the report is more than 100 pages, we’ve culled a few points that will help representatives in small– to medium–sized organizations.

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Peer Feedback... The Best Kept Secret in Performance Management
Authored By: HR Performance on 1/25/2017

What if every employee at your organization got a sincere note of appreciation every day at work?  The kind of note that reminded them why they worked so hard and inspired them to drive amazing results.

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Here are 9.5 questions to ask when purchasing performance management software
Authored By: HR Performance on 1/23/2017

Building a business case to get leadership buy-in is important when you implement a performance management application.

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