HRIS - Performance Management - Essay Example

Q An HR professional must have complete knowledge of performance management technology and e-compensation system so that he can use it efficiently and effectively in his organization for performance management and e-compensation practices.Q.2 PositivesNegativesIncrease productivity.ReductionismEnhance competitiveness.Top down approach, arbitraryAppraisal satisfaction.Relevance DiscriminabilityIncreased efficiency.Distance, Trust Intent.Increased self-efficacy.Increased span of control.Q.3 Strategic Administration: - Compensation decisions should be tailored in the manner to support achievement of overall organizational success.

Administrative practices should ensure the proper operationalization of the policies on internal, external, and individual equity in the day-to-day management of individual compensation and that this effective implementation supports and leads towards the achievement of overall business goals. Moreover it should also ensure the control of compensation costs and clear communication of the compensation decisions to the employees. Tools used for strategic administration are PeopleSoft compensation administration package, Kadiri TotalComp Software, Web-based technologies, Electronic communication.Q.4 “Automation gives variable compensation a boost” by Drew Robb, tells us about enterprise incentive management technology, which analyzes, tracks and pays bonuses, commissions and other types of variable compensation.

It is a powerful behavior modification tool and helps to modify employee’s performance. It relates to our question in the sense that it also tells us the important aspects of the use of technology that an HR assistant should now while using and before adopting the use of any performance management system. ReferencesRodd Drew, (2002). “Automation gives variable compensation a boost” HRMagazine. Alexandria: Aug 2002. Vol. 47, Iss. 8.