Performance Appraisal

MANAGEMENT SYSTEM

Value to the Organization

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.

EMPLOYEE

A way to shine or get promoted
Salary increase or performance bonuses
Self-improvement guide

Rewards and Recognition

MANAGERS

Staff performance documentation
Proper steps discipline and reviews
Employee career development

Efficient and Effective Management

EMPLOYERS

Identify employee retention and keep an eye on high potential talents
Pay-for-performance
Better understanding of human capital

Well-managed
Investments

How it works

Step 1 - Employee Self-review

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.

Step 2 - Manager's Evaluation

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.

Step 3 - Alignment and Calibration

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.

Step 4 - Recognition and Commitment

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.

Digitalised System Diagram

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.

System User Types (Roles)

CREATE PA FORM (OWN)
VIEW PA FORM (OWN)
EDIT PA FORM (OWN)
NOTE: PA = PERFORMANCE APPRAISAL

NON-manager

USER

CREATE PA FORM (OWN)
VIEW PA FORM (OWN / SUBORDINATES)
EDIT PA FORM (OWN / SUBORDINATES)

DIRECT / NEXT LEVEL

MANAGER

EDIT PA ACTIVITY
UPDATE EMPLOYEE MASTERDATA
UPDATE EMPLOYEE /
SUPERVISIOR / MANAGER DATA
SEND OUT EMAIL NOTIFICATIONS
GENERATE REPORTS

HR DEPUTIZED MANAGER

PA ADMIN

SYSTEM ADMIN

CREATE / EDIT / DELETE /USER

Features MUST HAVES

NICE TO HAVE

DELIGHTFUL

Project Timeline

KEY TARGET MILESTONES

USER INTERFACE DESIGN

OCTOBER

USER ACCEPTANCE TEST

DECEMBER

GO-LIVE

JANUARY 2021

WEB APP CARE PLAN

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.