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:
The system should store the framework that describes job titles, competencies, skills and remuneration levels in a standardised manner to:
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.
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.
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.
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.
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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Modern organisations must ensure that all their HR systems and processes
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Failure to do so can spell disaster!
If you would like further information or guidance with this, please make contact with us.
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