Employee performance reviews is useful to both the manager and the employee when written effectively. Performance evaluations are important as they help collect feedback from each side of the table and the employee becomes aware on the areas where they perform well and those where change is needed. Such reviews are one of the best methods in improving an employee's performance if done correctly.
Self-reviews are particularly advantageous because they provide employees a way to reflect on their own performance. This gives comprehensive information on how the worker has performed. As opposed to when the supervisor alone keeps track of each of their staff, self-evaluation is more likely to be more inclusive and complete.
At the start of the annual business cycle, the employees and managers will agree on goals and key performance measures. This will form part of the initial documentation of an employee's performance appraisal. All goals and measures must be aligned with the company's vision and mission or strategic thrust. If done regularly, this is formed as calibrated plan based on the previous year's performance appraisal.
Employees tend to be harder on themself than their managers would be when reviewing their performance. Self-reviews combined with manager's evaluation will balance the perspective on the employee's actual performance. On top of some data-driven reports from other business tools, a journal may be used as supporting documents to monitor the performance of every employee.
At least once a quarter, or as defined by the team, they create an alignment of milestones versus the key performance indicators agreed upon at the start of the year.
By the end of the year, the entire organization will calibrate on the performance expectations of employees and managers in the next business cycle.
Employees who did well will be rewarded. Continuing education program will also be recommended per employee depending on the needs of both the employee and the organization. Some high-potential talents will be groomed for further development, possibly including promotions. Those who underperform will be managed with due process.
The same system can also be used to manage the regularisation process of new hires or employees under probation.
A computerised system can make the procedure faster, safer, easier to use and will ensure repeatability and traceability. In addition, data and process integrity is maintained due to less manual intervention in the filing and delivery of documents. Both managers and employers should be able to make a well-informed decision when it comes to human resources management, and it is supported by reliable information from the system. Investment in human capital will give better returns.
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In order to make sure that the project is successfully developed and the first automated PA is implemented in 2021, TechCellar will provide an assurance plan which will take care of continuing software development during the PA cycle,, bug fixes, process change programming, etc. and also web app server management, end-user technical support.