|
|
 |
 |
|
|
 |
 |
| Performance Management |
 |
 |
|
Performance Management provides a more efficient way to perform employee reviews -- on-line, while capturing critical information about employee skills and accomplishments, ultimately leading to a more productive, happy and competitive workforce.
Employee reviews done on paper are often incomplete. Most of the time, they are used to justify a salary increase and then filed away until the next review. Even worse, reviews are often "one-sided", reflecting only the supervisor's perception. Many reviews don't even specify future goals, much less follow up dates, to those goals.
It's tough to build a solid workforce, with the right skills, and maintain a high level of employee satisfaction, in this type of environment.
Performance Management allows both the employee and the supervisor(s) to rate the employee on a wide range of skills and abilities, in a non-threatening manner, and complete the review on time, in a shorter timeframe, with electronic record keeping for fast retrieval.
In the Employee Self-Review, employees rate themselves against standard skills and capabilities related to their current position. There's plenty of room for the employee to indicate key strengths, areas of greatest development potential and achievements.
Managers rate the employee on the same criteria, using a side-by-side comparison.
Upon completion, both the employee and manager finalize the review, set outcome (pay increase, warning, promotion, etc.), and set future goals with delivery dates.
Download the PDF version of
.
|
| Highlights |
|
 |
Employee Self-Review |
|
Manager Review |
|
Peer Reviews |
|
Goal Setting & Objectives |
|
Outcomes & Due Dates |
|
Notifications/Confirmations |
|
Electronic storage of reviews |
|
|
|
|
|
|
 |
|
|
|
 |
|
|
 |
Case Studies |
 |
|
Software that Facilitates Employee Development |
Using Technology to Serve Employees Better |
Doing It Right The First Time |
|
|
 |
|
 |
|