Performance Management

According to a research finding by the Aberdeen Group, an average 84% of the employees in best-in-class organizations are rated “meets” or “exceeds” performance expectations.

Employee performance and organizational performance have a direct correlation. Performance management thus is a critical business imperative.

Organizations face challenges in every phase of the performance management cycle:

• Aligning performance requirements: Clearly establishing individual performance requirements and contribution to organizational goals is critical to employee engagement and performance.  Organizations face challenges in clearly defining the performance plan, outlining key result areas (KRAs), performance indicators, and targets.
• Regular tracking and monitoring: Continuous tracking and monitor of performance is critical to the success of performance management. Many organizations tend to adopt a judgmental approach over progressive planning. Regular communication is necessary to promote better understanding, guidance and performance tracking.
• Formal performance reviews: Performing due-diligence on an employee’s performance as part of the formal performance review is a time-consuming activity.
• Action planning: Many organizations tend to dilute the performance management process by not following up performance ranking and feedback with concrete action planning. Aligning employee capabilities with performance requirements through development and planning is often a demanding task for most organizations.

How Qontext Helps

Qontext has been designed to provide HR 2.0 capabilities that traditional HR management systems do not provide. You can:

• Create a secret group specific to a particular profile. Invite the line manager and HR to the group. Post a job description as a document. Start discussions to identify and finalize the key result areas, performance indicators, and targets. Tag the final document with the profile code for future reference
• Forward or post the finalized performance requirements to an employee group
• Watch employees to understand facets of their activities and performance
• Handle any confidential performance-related discussions within a secret group that includes the employee, manager and HR. Tag the items with the employee code for future reference
• Use discussions and short messages to engage with employees regularly. Create surveys or polls to receive feedback from employees on various aspects of the performance management system
• Conduct due-diligence of an employee’s performance by sending out a survey to the employee’s peers, direct reports, and leads. After arriving at a performance rating, convey the rating to the employee in person
• Create a wiki page to collaboratively arrive at the employee’s action plan
• Monitor employee activity on Qontext on-the-go through mobile devices such as the iPhone