The advantages of employee performance management (EPM) are widely recognized today. Thousands of companies have implemented EPM systems—enhancing their employee performance appraisals and assessments, and obtaining greater strategic value out of their HR divisions. This is why more than 90 percent of HR professionals rate EPM as a top priority. Yet considerably fewer have EPM systems deployed within their organizations.
The reasons for this are many, and almost all of them stem from issues around planning and preparation. A good number of HR professionals express uncertainty about how to begin the process of acquiring an EPM system. Many more have concerns about securing upper management support and financial commitment. Both of these latter considerations hinge on the ability of the HR team to present a persuasive case that the EPM project will be successful—and that it will yield a satisfactory return on investment.
While there are no short cuts to getting project approval, a structured and thorough approach to selecting, planning for and implementing an EPM solution provides HR managers with strong arguments for their organizations to move forward.
This white paper details such an approach, outlining all the key steps involved and indicating
Employee Performance Management: Making it a Reality
HR Exchange Network Editor | 04/01/2010