E-Appraisal
Having an e-appraisal enables an employee to engage in an ongoing conversation with a manager, creating a collaborative effort. The system is not an annual process anymore, but a process that happens throughout the year.
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Benefits of E-Appraisal
HR Managers
‣ Create self-assessment forms and set user-identified appraisal timelines directly
‣ Review the appraisal status
‣ Take a deeper dive into your HR data
Employees
‣ Receive invitations, notifications, and reminders to complete your appraisals on time
‣ Keep track of feedback and make sure it is in line with the company’s goals
Supervisors
‣ Maintain an ongoing feedback loop
‣ Support 3 layers of supervisors to review
‣ Birds-eye view of employee performance, including historical data and employee metrics
4 Ways to Improve Your Appraisal Process
The E-Appraisal system enables the creation of a custom digital appraisal form by using a drag-and-drop feature. Additionally, allow HR managers to modify individual settings for each field. For instance, you can designate a field as mandatory to ensure that all essential information is provided. The appraisal process starts with defined criteria and specific timelines.
The E-Appraisal system is designed with sophisticated automated reminders and notifications that enhance communication between employees and managers. These alerts provide timely updates on new feedback, comments, and progress towards goals, ensuring that both parties are well-informed. By receiving these notifications, employees are empowered to track their performance effectively and make necessary adjustments to meet their objectives, fostering a culture of continuous improvement and achievement.
The E-Appraisal system will facilitate a seamless exchange of feedback between management and staff, leading to increased engagement, more precise evaluations of employee performance, and enhanced opportunities to address any issues as they arise.
By archiving appraisal data and exporting reports, organizations can conduct further detailed analyses.
- Identify competency gaps at both the individual and organizational levels.
- Recognize the top and bottom performers through performance distribution analysis.
- Track performance trends over time, fostering a culture of continuous improvement.
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