Performance Management Technology and E-Compensation
The current business environment is quite competitive and constantly changing with the constant introduction of new technology hence it is imperative for managers to keep up with every development to compete effectively. It is necessary for HR professionals to understand the performance management technology and e-compensation because the two are the principal guide for the human resource department. The adoption of technology in the modern work environment has enabled the digitization of human resource administrative and management duties. The adoption of technology has caused a shift from manual work to more efficient and time-saving technology thus enhanced the productivity of personnel. Therefore, it is important that HR professions understand compensation performance management with technology.
Adopting technology in human resource management is essential because it enhances competitiveness among employees thus results in increased productivity. An elaborate system of administration improves workers’ satisfaction by resolving queries efficiently and positively. The technology module of managing and evaluating human resources is also useful since it provides fair reports on their performances and task completion (Neff, 2018). On the downside, adopting technology for human resource management requires training all system users on the basic procedures, which is time-consuming. Additionally, the system may be ineffective because the quality of outcomes relies on the quality of data provided. Lastly, it is more theoretical than practical because the quality and efficiency of decision-making remain with the managers.
One of the objectives of the system is to establish internal equity: the relative worth of jobs within the organization (Dulebohn & Marler, 2005). Internal equity relies on the elaborate role and position description, which determine the salary each employee receives. A job analysis is necessary to discern the knowledge, skills, and abilities of the workforce as well as the responsibilities of different positions.
Dulebohn J. H. and Marler J. H. (2005) e-Compensation the potential to transform practice? In Gueutal H. G. and Stone D. L. (Eds.), The brave new world of EHR: Human resources management in the digital age (pp. 166-189), San Francisco: Jossey Bass.
Neff, B. (2018). How does performance management technology influence reporting and compliance? HR Daily Advisor. Retrieved from https://hrdailyadvisor.blr.com/2018/01/09/performance-management-technology-influence-reporting-compliance/