Appraisal of Performance and Personal Development
Performance evaluation is a very important human resource management procedure. It contains a set of advantages for increasing productivity and tools for the development of human resources of the company, because it allows you to:
- determine the contribution of the employee;
- identify employees with qualifications that exceed the required;
- determine how training contributes to employee productivity
- to promote the self-development and self-realization of employees and provide subsidies to determine the profile, salary and career opportunities;
- prepare an action plan to increase productivity.
The Appraisal of Performance and Personal Development module provides the following features:
Representation. A set of submissions determines the method of communication and integration between company members, defines a submission to obtain the result of an evaluation or analysis of effectiveness.
This set reflects the functional features of a company’s structure and the rules of relationships that govern one or more evaluations or studies.
Competencies. The system allows you to register competencies, distribute them among groups, employees or skill sets. These skills will be used in the selection, hiring and assessment of employee qualifications, as well as in performance evaluations and reviews. In addition, it is possible to create and register models for evaluating or researching the effectiveness that will be applied in the company, and to define a group of competencies that will be evaluated.
Networks. The network includes vertical and horizontal relationships with participants in the organization: internal and external customers, teams, couples, other functional areas, managers, managers, partners, suppliers, etc.
Types of ratings. This function allows you to enter the grade or type of study that will be applied: bottom-up grade, top-down grade, using 360 °, 180 °, etc. methods.
Test questions. Here you can make a list of questions that will be used to prepare the assessment or study, prepare answers and alternative options, and determine the rating for each question.
Scale/Importance. Serves to set up tables of importance or relevance that may be related to assessment issues, competencies and established goals.
The company can choose the type of questionnaire according to its needs and set a frequency scale and importance scores.
Type of goal. It defines the goals and plans that will be applied to the participants in the company according to the results of evaluation or development studies.
Projects. Contains a register of projects the company is working on to create a product or service.
Notifications. In this option, you can register messages that will be sent to participants during the evaluation or performance study.
Participants of the activity. A network of relationships is entered into this registry. It contains data on individuals who will participate in performance evaluations and studies. For example: internal and external customers, groups, couples, other functional areas, executives, managers, partners, suppliers, etc.
Participants and Presentations. Here, the relationships between the participants in the activity are determined to build representations.
Distribution. This option distributes participants to the views with which they are associated. Available distribution by representations of both participants and their groups.
Periods. This register defines the periods set by participants to achieve goals.
Goal setting. It takes into account the personal goals of the participants associated with the plans of the company and goals regarding the outcome of the evaluation and development of activities.
Evaluation Models. This option registers assessment models or development studies that will be applied in the company, defines the group of competencies that will be evaluated, and the scale of relevance / importance of issues.
Criteria. The list of criteria creates rules for the selection of participants who will be evaluated, or persons who will participate in the study. Thus, you can filter the list of participants.
Training. It provides an opportunity to prepare an assessment or study scenario and determine the data that will be considered for its launch.
Assessment plan. This registry defines performance assessment or performance research plans that will be applied to company members.
This plan should contain assessment models to achieve the goals and objectives of the company, as well as the percentage of importance of each model relative to the plan.
Results. This procedure calculates the average number of people evaluated and generates an event log file showing the results achieved by evaluating or responding to a performance study.Return to functionality map ▶