Site Areas
-
HOME - An Alternative To The Traditional Annual Performance Review: The Hooper-Bacal Model
- Workplace Bullying As A Performance Issue
- Bacal's Articles On Performance Management
- Frequently Asked Questions About Performance Reviews
- Performance Management Tools
- Managing Performance Free Library
- Our Performance Management Services
- The Complete Guide To An Effective Performance Management System
- Guest Articles On Appraisals and Reviews
- Bacal's Books
- Our Free Videos
- Third Party Videos
- Understanding Employee Performance
- Managing And Evaluating Job Performance As A Management System
- Understanding The Complex and Startling World of What Determines Employee Productivity
- The Wacky World of Employee Rating Forms and Documenting Performance
- Your Guide To Performance Management Methods - From Ratings To Rankings, Critical Incidents, and 360 Multi-Rater Feedback
Performance Tutorials
What Is The Major Pitfall Associated With The Use of Computer Based Performance Management?
It may surprise you to learn that the most common pitfall associated with messing up the effectiveness of computer based performance appraisal software is the exact same pitfall associated with the use of performance appraisal forms. However, if you think about it, it makes some sense. Both performance appraisal forms and performance appraisal software are tools, and only tools to help managers and employees. Tools can make doing a job easier, but the tools have to be used effectively and with skill, or their value is zero.
The major mistake made is this: There is a tendency to believe that the use of the tool, whether it be the software or the form, IS performance management, or performance appraisal. It's like mistaking the use of a hammer with the building of the entire house. The hammer helps with the house building, but it isn't the WHOLE thing, clearly.
So, when managers do ONLY what the software (or the form) requires them, it's just a waste of time. Forms and software don't improve human performance. People do. So, even with the best tools and software, improving performance comes down to human things -- human problem solving, human teams, human communication. When managers don't do those human things because they rely on the software, there's no value in the process.
See Also: What Common Mistakes Are Made When Implementing Performance Management Software?