HR as advisor
Managers are increasingly expected to handle aspects of performance management that HR has done in the past, and this goes hand in hand with the adoption of agile PM. Research has shown that the most important PM responsibilities for managers are related to real-time feedback, check-ins, and coaching while HR holds more of an oversight role, advising on the process and interpreting data. This partnership will continue to evolve as remote working connects employees and managers in new ways.
Employees as partners in the process
Employees are increasingly seeking a sense of belonging at work, something particularly challenging to provide in a work-from-home environment. They want to feel respected and be treated fairly––and they want to know why their work matters. One way to foster a sense of belonging is to involve employees in defining their own goals, development activities, and even the PM process.
Cognology Performance Management streamlines and automates the PM process with everything you need for competency ratings, performance plans, real-time feedback, development tracking, check-ins, reporting, and more.
Adding team objectives
There is a clear trend in the fact that more and more organisations are moving toward a team-based structure. Right now, only 46% of organisations use team-based objectives as part of individual performance reviews. But it’s inevitable that we’ll see increased emphasis on both team objectives and the individual’s ability to assimilate.
Analytics in high demand
Our final trend is a big one. Today’s uncertain business environment has led to an increase in executive interest in workforce data, so we’re seeing a steep rise in the use of HR data analytics. Forty percent of respondents in a recent KPMG survey said enhancing analytics capabilities is among the top three reasons for their organisations’ investment in HR technology. Demand for modern PM systems that can produce actionable insights from large volumes of data will be in high demand this year and beyond.
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