| If you’re an HR professional looking to start an | | | | management tools, thwarted by a lack of resources. |
| Employee Performance Management initiative in the | | | | This isn’t surprising considering the current statistics: |
| next year, most consultants would recommend that | | | | According to the Bersin & Associates Performance |
| you ask these key questions: | | | | Management 2006 Study, “only 32% of |
| 1. What is your current EPM process? | | | | organizations have a consistent, enterprise-wide |
| 2. What’s driving your EPM needs? | | | | approach to this important business process.” 1 |
| 3. In your organization, what are the most important | | | | Respondents to our survey, though overwhelmingly |
| features of an EPM? | | | | enthusiastic about the possibility of implementing |
| 4. Would you expect to integrate with other HR | | | | Employee Performance Management (EPM) software, |
| systems? | | | | cited internal time, resources, and budget as enormous |
| 5. What challenges would you expect to face in | | | | barriers. The majority also preferred software installed |
| getting your initiative started? | | | | on their own servers — but this approach is the |
| 6. How would you deploy your EPM? | | | | most taxing to already-stretched internal resources. |
| A recently survey of a global sample of more than | | | | The solution: Business Process Outsourcing may be |
| 20,000 HR professionals on these six crucial aspects | | | | the most cost-effective way to remove the burden |
| of EPM, and found a common dilemma — | | | | from your IT and HR teams. |
| tremendous need for online employee performance | | | | Take a look at the details. |