E-Performance Management System (e-PMS) as a Strategic Instrument: A Critical Review

Abstract

Managers utilize performance appraisals to emphasize both the strengths and weaknesses of employees, help them improve in areas needing development, and collaboratively establish career advancement goals. Traditional employee behavior and skills have been influenced by intense competition, emerging technologies, and process re-engineering. To meet these evolving demands, organizations are increasingly relying on communication technologies to assess and enhance employee performance and productivity. As the corporate landscape becomes more competitive, many companies find it challenging to allocate time for individual performance reviews and have turned to electronic performance appraisals instead.

Many organizations are now employing electronic performance management systems (e-PMS) to monitor employee performance. The term "e-performance management" describes how information technology is designed, implemented, and used through a performance management system (PMS). It is a subset of electronic human resource management (e-HRM) systems. By integrating IT into the performance management process, organizations can align their performance management strategies with their overall goals, policies, and practices. The relational aspect of e-HRM within e-performance management supports various business activities. However, leveraging technology to enhance human performance is a relatively new and poorly understood endeavor, posing challenges for many organizations.

The influence of e-PMS in the Indian context has not received much attention, according to a review of the literature. Therefore, this study aims to provide an overview of e-PMS, highlighting key concerns and strategic initiatives that Indian companies should consider when setting objectives to meet the needs and expectations of their workforce