The Main Functions of the Software Performance Management System

The effective software performance management system provides many helpful functions such as employee appraisal, feedback control, competency and skills assessment, productivity analysis, development planning,  coaching tools, mobile capabilities, reporting and other that help to recognize employee’s potential and strengths.

Many organizations carry out performance reviews annually. But, for employees, it is not enough as they need to receive regular feedback in order to understand how they are fulfilling and facilitating the company's corporate goals and to know the next steps in their career growth. So, it is important to provide continuous assessing performance and receiving feedback not only from the direct manager but the indirect managers, peers, and members of the team too.

In the last years, more and more popular become the performance management software systems that help companies to align their staff to corporate objectives as well as to measure and evaluate the company's results on the whole and performance of each employee on a continuous basis.

The software performance management system helps the company’s managers in an efficient manner:

  • to write accurate and thorough job descriptions and expectations; 
  • to create job objectives that are aligned with the company’s mission and goals;
  • to track all employee’s activities;
  • to document employees performance; 
  • to give appraisals of each employee and his/her work activities; 
  • to determine the needed training and professional development programs.
software performance management system

Thus, the performance management system enables improving employee engagement through feedback, recognition, and transparency.

Some core functions provided by the software performance management system for recognizing employee’s potential and strengths:

software performance  testing
  • employee appraisal – for evaluating and documenting the employee's job performance; 
  • feedback control – for employees to timely know how they are doing and what changes are required; 
  • competency and skills assessment – for testing employees’ skills; 
  • development planning – for planning each employee’s personal development; 
  • productivity analysis – for measuring the employee’s efficiency; 
  • coaching tools – for supporting employees in their professional development; 
  • reporting – for documenting the results of the performance management; 
  • mobile capabilities – for mobile workers’ needs.

Priorities of the business change frequently and quickly. There is no warranty that business goals at the beginning of a year will be the same a few months later. Therefore, companies need to review and even reconsider their goals frequently if they want to be productive and competitive.