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Assessing employees' performance and helping them to improve

APPRAISAL…assessment for the previous period and setting objectives for the future

Human Resources makes it easy to provide reviews that are timely and consistent-important considerations both for high-achieving workers and those whose efforts need to be more carefully directed.  You may schedule performance reviews and notify employees about upcoming review sessions.

In general terms, performance evaluation serves two important purposes in the organization: (1) It provides a systematic, objective means for selecting those employees who should be promoted, and (2) it provides a tool to help managers train employees(as well as to help employees to improve themselves). It can also play an important role in objectively planning performance-based compensation.

The system provides flexibility and allows users to define their appraisal plans. Plans may be flexibly defined based on the organization's performance appraisal system.

As many plans as required may be set up using three types of  Performance Factors, including:

General Factors

Examples of these include, as follows:

Judgement - ability to obtain and analyze facts and apply sound judgement

Organizing Ability - effectiveness in planning own work and that of subordinates

Attitude - enthusiasm shown for job, loyalty to company, ability to accept criticism and changes in company policy

Dependability - reliability in carrying out assignments conscientiously and with effectiveness

Creativity - ability to apply imagination to job, cut costs, etc.

Dealing with People - ability to get along with others; tact, diplomacy, ability to influence others

Delegation - ability to assign work to others and coordinate others through distribution of workload and responsibility

Leadership - ability to stimulate subordinates to perform their jobs effectively

Personal Efficiency - speed and effectiveness in carrying out duties not assigned to subordinates

Performance Objectives

Results-oriented appraisals (also known as Management By Objectives) are based on quantitative, measureable (or at least concrete) performance goals. The individual is typically required to establish short-term performance goals or targets, ways that he/she can improve his/her own efficiency and that of the department. Individual goals should be consistent with each other and with the overall objectives of the department and the organization as a whole.

Job Description

The Job Description refers to the required attributes for the job position in terms of education, skills and training. It may also include any other additional information that is relevant to the job.  It is required that such job description data is defined and entered on the system for ready reference. The employee may then be assessed according to the extent of his/her theoretical knowledge and practical know-howas related to the present job position.

APPRAISAL PLAN

This screen is used to define the various appraisal plans required by the organization. This is flexible, user-definable process in which users may set up Appraisal Plans using required criteria for performance factors. Where appropriate weighting may be used according to the relative importance of each parameter.

GRADING SHEET

During this phase of the Appraisal process, individuals are selected and a particular Appraisal Plan assigned. Scores are then assigned form the various appraisal criteria to produce an overall score for the plan.  Several plans encompassing various factor types may be combined in order to appraise an individual.

APPRAISAL SUMMARY

The appraisal for an individual is available on this screen which provides an overall score for the employee. The appraiser and reviewer information is also captured here.

This module facilitates employee appraisals being done on-line. Thus a manager would perform an appraisal on the system in the initial phase.  The reviewer would then be notified and perform a review as appropriate.  The HR department would also be able to monitor and manage the overall process and ensure that one of its critical functions is being performed in a fair and professional manner.

Integration with Training

Appraisal results may be used to determine the training needs of employees. During the appraisal process, as soon as training requirements have been identified, the integrated Training module is accessed and the employee's information is entered on the Training Needs screen. Thus the system is updated with specific information on the recommended training for the individual.

Integration with Payroll

If your organization requires this, a direct link may be set up between the Appraisal and Payroll modules. Using the system Code Tables, various Compensation Batches may be set up as required. The Score/Compensation table is defined by the user to indicate the relationship between the employee's score and the Salary Increase, Bonus or Incentive payment to be paid.

All the above and much more!

Contact us today for more information on our HRM2001 Human Resource Management Information System.

We'll show you just how easy this powerful tool is to use.

Please send questions about this site to newgensol@cwjamaica.com