Ten years ago, if an employer was performing a performance appraisal for his employees he would have been doing a great job. Yet nowadays the criteria is different, and that’s a good thing! As we develop in the field of Human Resources, our understandings for a successful work environment, a well-performing employee, and a healthy work relationship improve. All of a sudden (not quite) these terms start to matter more, and the right question or criteria nowadays becomes: is your performance appraisal system useful?
What we are seeking to answer through such a query is whether you are really capable of finding out how well-performing your employees are, are they meeting their targets, their goals, are their skills well-mapped to their tasks, are they aligned with the company goals,…
So if we want to rephrase all of the above, we can simply ask are you capable of objectively assessing your employees performance, with proper visibility?¬†yes it all drills down to two terms:¬†objectivity and visibility. If you can guarantee these two items, I can guarantee a successful appraisal. But how do you get there? Our problems lie in one key area: Human Error. Humans tends to make mistakes, and to most importantly forget. A manager will most likely forget what his employee has done across the performance period. He will not have full visibility at the moment of the assessment to recall what his employees’ accomplishments were. And to make it worse, employees themselves might even forget such accomplishments, and if not well-tracked, a great employee might be assessed as an average performer.
So as we have understood the problem, the solution comes on a gold plate with technology! Whenever there is human error, it has become the trend for software to resolve this. And it’s not that computers are smarter or anything (I lost track of who won the last Chess competition, was it a computer or a human? ah never mind ), yet they have this memory which simply doesn’t forget. And this is really beneficial from a performance appraisal perspective as accomplishments will not be lost.
And hence using a web-based system for employee performance appraisals is the right approach. (cloud-based systems, need I say why?) This will help on many ends, and if you are looking for such a solution, make sure it allows the following:
- Employee will be able to register his accomplishments across the performance period and against his different objectives (goals, targets, skills, kpis.)
- Manager and/or other raters will be able to provide feedback across all performance period and to view the employees register as he makes it available to them.
- During the assessment phase, accomplishments will be shown to the appraiser so as he has visibility over the full period.
- While you’re at it, automated calculation for the appraisal value wouldn’t harm (we’re using computers aren’t we, they should compute), flexible appraisal periods and different appraisal types would be of great benefit.
Such systems are already available on the market through Talent Management providers (one of the good systems I have personal experience with would be HRsmart‘s Employee Performance Management¬†module)
So if you’re asking yourself, is my performance appraisal system useful, then ask again, am I using a computer based solution for performance appraisals?
Photo Credit¬†By¬†Minneapolis Institute of Arts