Essential features of automated performance management


The underlying foundation for human capital, performance and talent management is to have a solid job architecture – which refers to the infrastructure of the hierarchy of jobs in the organisation.

In order for this to be managed in an effective and sustainable manner, it is essential that an organisation considers using an automated HR Management System. Such a system makes the management of the entire process relatively simple, while ensuring compliance with organisational processes, standards and goals.

In the quest at managing talent in a mutually beneficial manner, an automated HR system must have certain pillars in place, such as:

Position and Role Profile Management

The system should store the framework that describes job titles, competencies, skills and remuneration levels in a standardised manner to:

  • Support the organisation’s business and people strategy
  • Capture global minimum standards per position
  • Improve employee engagement
  • Support performance and talent management strategies
  • Reduce costs

Definition of Individual Goals

An automated HR system must support the setting and prioritisation of individual goals, using SMART goals, i.e. Specific, Measurable, Attainable, Relevant and Time-bound.

It should be flexible and customisable and able to cater for a variety of goal–setting methods, with measurements of each goal’s contribution or impact on short-term incentives.

The goals should be set and monitored to keep employees focused on attaining their goals.

Determining Performance Contract

It should be possible to set the employee’s performance contract and IDPs defining the specific elements that will be measured and adhered to for a set period.

Measuring Against the Performance Contract

The HR system must measure the performance of employees online to assess if they are achieving their goals, developing their competencies and values, contributing to the success of the organisation.

It should provide a variety of tools and techniques to assess employees, using self, manager, 360⁰ evaluations etc. and analyse performance data. This will be dependent on the industry and company.

Career Development Discussion

The performance and potential of the employee should be assessed and managed in the system. It should be possible to manage the Career Development Discussion, identifying areas and methods for developing the employee; and apply online for courses and seminars to assist with any development initiatives.

Analyse 9-Box Grid, IDP and Remuneration

The automated HR system should make it possible to assess the talent in the organisation along two dimensions: Past performance and future potential; highlighting those individuals in your organisation that might be considered for career progression - from individual contributors to executives.


Any organisation embarking on an initiative to install an automated HR (Performance) system should ensure that a complete analysis of available options is conducted. If you would like further information or guidance with this, please make contact with us.

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