Why You Shouldn’t Use Your HRIS for Performance Management

Why you shouldn't use your HRIS for performance managementYou're considering a separate performance management software, but your HRIS (human resource information systems) offers something similar. In the end, you’ll might choose what appears to be the easier option—sticking with your HRIS and purchasing the "performance tools" they offer.

Sadly, HRIS tools aren't meant to drive employee performance and business success, so it's only a matter of time before you regret your decision.

If your organization really cares about building a modern performance management program, your HRIS alone isn't going to cut it.

 

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Read on to find out why you shouldn't use your HRIS for performance management—and why finding reliable tech, expertise, service, and results is the way to go.

 

HRIS user interfaces are hard to navigate.

 

HRIS systems are built and optimized to keep track of employees, including payroll, benefits, and personal information. But those things don't tell the full story when it comes to employee performance.

Ask yourself:

  • What does your HRIS look like, and what features are included?
  • Then, what does a performance management vendor look like, and what features do they provide?
  • How do they compare or differ?

You need to be able to easily (and independently) pull reports, customize questions and templates, nudge employees, and much more—all with a user interface that any employee in your organization can understand. If you can’t access the information you’re collecting, you might as well not even have it.

 

HRIS philosophies are too traditional.

 

Companies who specialize in performance management devote all of their time to helping organizations build better performance management programs. This includes:

  • Developing progressive technology
  • Investigating best practices
  • Researching strategies that work
  • Furthering thought leadership

These companies are at the forefront of the performance management industry. Oftentimes, performance management apps have just been tacked on to the core HRIS offering as a way to keep business or make a few extra bucks. If you want a performance management partner, and the strategy that comes with it, stay far away from HRIS-native tools.

 

The HRIS structure associates performance with pay.

 

It seems like having all HR systems and functions in a single place would be a good thing—here's why you should reconsider. Strategic HR leaders have realized that fostering a "pay for performance" culture creates a counterintuitive work environment—using the same system for this structure only strengthens that association.

It’s important to be able to link performance data to pay data, but this should be a back-end process. Keeping your performance management separate encourages employees to:

  • Explore new solutions and opportunities
  • Give and receive critical feedback
  • Strive for difficult goals
  • Openly talk about failures
  • Celebrate success in unique and personal ways

 

HRIS technology is rigid.

 

An HRIS is a behemoth, so it’s no surprise that developers are pretty unwilling to modify its capabilities to client specifications. Performance management software on the other hand is built to innovate as you grow.

Performance management vendors specialize in a single area and a SaaS-approach establishes the agility necessary to develop new features and adjust to customer preferences much faster than a company who is juggling eleven other functions.

 


 

For the benefit of your employees and your organization, take another look at performance management software outside of your HRIS. Implementing a modern performance management program is easier than you think. Deep dive into Quantum Workplace's performance tools, and see what you're missing.

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