Area for Improvement
Explain the gap between expected results and the current situation. Use work examples that can be discussed together.
Performance Improvement Planning Application
Create employee performance improvement plans, including goals, supervisor support, and review schedules, using Sigma HRIS or Forte HRIS. Link the identified issues to clear, actionable improvement steps.
Performance Improvement Requires Clear Direction and Support
Employees need to know what should improve and what help they will receive. A performance improvement plan records the goals, actions, support, and review dates agreed with their manager. It should reflect the employee's responsibilities and working conditions so that the actions address the actual problem.
Agreed Steps
Agree on what the employee will do and what support the manager will provide, including training, guidance, or access to the information needed.
Company Support
Note the required mentoring, information access, or team assistance. Improvements cannot always be achieved by the employee alone.
Review Schedule
Agree on a time to review progress and success metrics. Any changes to the plan must have a clear rationale.
Understand the Cause Before Choosing an Improvement Plan
If recurring errors stem from a lack of procedural understanding, practical guidance may be more relevant than increasing targets. If the cause relates to task allocation, the supervisor may need to adjust work methods. A good plan links the problem to appropriate actions and support.
Confirm the Issue
Discuss specific incidents and unmet expectations.
Agree on the Actions Together
Define the steps, support, deadlines, and responsible parties.
Review Progress
Compare results against improvement goals and document follow up actions.
Performance Improvement Plans Must Be Specific and Realistic
A performance improvement plan turns evaluation findings into practical actions. It should explain what needs to change, what support is available, and how progress will be assessed. Instructions such as 'work better' need specific examples to be useful. Managers and employees should agree on a few priorities so the plan remains manageable.
Goals are easier to follow when they describe a specific task. For example, a request for more accurate reports can include a checklist of items to review before submission. Managers should also make sure employees have the guidance, information, and time needed. A performance improvement planning application helps keep these goals and commitments together. Starting with a few priorities gives employees a clear focus and makes progress easier to track.
Allow enough time for the employee to show progress. At each review, discuss what has improved and what is still difficult. These records help the manager decide which actions to continue or adjust. Bring an example plan to the demo to see how goals, support, and review findings are recorded. HR can then assess whether the process is practical and supports consistent follow up on evaluation results.
Define Support and Review Schedules
For example, better report accuracy may require a checklist, coaching, or training. The manager and employee can review the results on an agreed date. When selecting a performance improvement planning application, use this example to check how clearly it records goals, support, and progress. Further decisions should consider the results achieved and any obstacles the employee still faces.
Before starting the plan, confirm that the employee understands what needs to improve, what help will be provided, and when results will be reviewed. If support is unavailable or responsibilities change, record the impact and revise the plan together. This helps managers provide relevant guidance. The final assessment should reflect actual progress and working conditions, rather than just whether a form has been completed.
Sigma HRIS offers on premises and private cloud options, while Forte HRIS is cloud based. You can choose the option that best suits your company's needs and IT policies. Please bring sample criteria or review workflows to the demo so our team can discuss the most appropriate implementation. We assist with application preparation and setup, and provide ongoing support to users whenever questions or issues arise during the performance management process.
Choose Sigma HRIS or Forte HRIS to Match Your Business
Both products serve small businesses through large enterprises. Their main distinction is how you deploy and manage the system. We help you choose based on operational needs and IT policies.
Choose Sigma HRIS for on premises deployment on your own servers or in a private cloud. Our team helps configure the application around your HR processes and IT policies.
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Choose Forte HRIS for a cloud based application. We help select modules, prepare records and guide users according to your HR requirements.
Learn MoreSigma HRIS and Forte HRIS are continuously updated to reflect user needs, including ESS, mobile applications and AI powered capabilities. Explore them in a demonstration using examples from your business.
Compare the ProductsHRIS Implementation Guidance and Application Support
Sigma Solusi Informatika has developed HR and payroll systems for more than 10 years. Drawing on this experience, our team can map your business processes in just a few hours.
Data Preparation and Application Setup
Start with the records and workflows you already use. We help prepare and migrate data and configure the application to fit your processes from the outset.
Application Support After Implementation
Our support team and project manager remain available after launch. We answer questions and help resolve issues so HR can keep work moving.
Performance Improvement Plans FAQs
Is a performance improvement plan the same as training?
They are different. Training can be one step, but performance improvement may also require mentoring, workflow adjustments, or additional team support.
How long should an improvement plan run?
The period depends on the type of work and the agreed goals. Set a timeframe that allows for visible progress and a reasonable review process.
Does the application make decisions about employees?
Decisions remain with the company. The application helps organize the information, review process, and agreed actions that support those decisions.
What makes improvement goals easy to monitor?
Describe current results, the expected improvement, and how progress will be measured. Both the employee and the manager should understand the same criteria.
What if the agreed support is not yet available?
Document the impact on the plan and discuss adjustments with the person in charge before evaluating the final results.
When does an improvement plan need to be reviewed?
When there are changes in the job, new obstacles arise, or review results indicate that initial actions did not address the root cause of the problem.
Discuss Your Performance Improvement Process with Our Team
Tell us which tasks you want to simplify and the challenges your team faces. We are ready to demonstrate how the application works, assist with setup, and provide guidance on its use.