Question

As an HR professional why would it be important to understand performance management technology and e-compensation? Specifically tell me some of the positives and negatives of performance management technology. In addition, also discuss ONE of the four e-compensation objectives listed in our reading material, as well as the e-compensation tools that were recommended to address the objective that you picked.

Lastly, go to the APUS on-line Library and find an article from any magazine that relates to our discussion question. What did the article teach you and how does it relate to our learning objectives this week? Post a link to the article in your response.

Answer 1

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Performance management technology and e-compensation

As an HR professional, it is not only important but necessary too to understand the performance management technology and e-compensation because these two functions are the backbone of the human resource department. At the modern time, every function of the Human resource department is shifting on the technology from manual work because it helps in saving time and improving the efficiency of the staff and the effectiveness of the work. So it is very important to understand how it works through technology.

The positives of the performance management technology are that it helps in increasing the productivity and enhancing the competitiveness. It enhances the satisfaction of the employees by resolving their queries positively and in an efficient way (Cardy, & Miller, 2005). It gives a fair report on the performance of the employees. But there are some negatives too of using the performance management technology. It is found that it is based on conceptual theories and does not give empirical results that create difficulty in practical situations. It means that it provides only ready-made solutions and did not consider the employees on the basis of individual cases.

The e - compensation is very helpful in maintaining the internal equity because it generates the fair and transparent results on the basis of the standards. It enhances the satisfaction of the employees as well that directly affects their productivity in terms of commitment to the organization, positive attitude and behavior for the work and loyalty for the organization with less absenteeism and turnover ((Dulebohn, & Marler, 2005). It helps in analyzing the job and its worth in the right way that further help in assigning the responsibilities and offering the right compensation to the employees. The most important web-based job analysis tools are PSCT, CMQ and up which helps in job analysis perfectly (Dulebohn, & Marler, 2005).

Article – Moldmakingtechnology website - Benefits of automating employee performance management

This article defines the numerous benefits about the performance management technology and It shows how the performance management technology is not good only organization, in fact, it can help in enhancing the skills and productivity of the individual employee too. The article helps me a lot in understanding the importance of performance management technology in practical life.

References

Guay, J., (2011). Benefits of Automating Employee Performance Management. Retrieved on September 11th, 2014 from moldmakingtechnology - benefits-of-automating-employee-performance-management

Cardy, R.L & Miller, J.S., (2005). eHR and Performance Management—A Consideration of Positive Potential and the Dark Side. John Wiley & Sons.

Dulebohn, J.H., & Marler, J.H., (2005). e-Compensation—The Potential to Transform Practice? John Wiley & Sons.

Conrad, S., (2012). The Benefits of Automating Your Employee Performance Reviews. Retrieved on September 11th, 2014 from courttechbulletinblogspot ---- benefits-of-automating-your-employee

Wright A. (2003), Tools for Automating Complex Compensation Program, Compensation & Benefits Review 35(6): 53-61.

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