Penjelasan Gambar Artikel Employee Appraisal Software Demo

1. Selecting a Time period: This enables her to manage half yearly as well as annual appraisals.

Select employees: She can initiate Appraisal on different employees.

Appraisal Time Period: This shows the actual time period for which the employee has worked with the Manager.

Elizabeth completes these pre-appraisal formalities and signs off. She gets a report that each employee has one 'Appraisal Form' allocated to him/ her.

She can track progress of 'Appraisal Process' & resolve conflicts, if any.

2. Mary Keys-in the 'Employee- ID & Pass-word' to enter the system. She is amazed to find a user friendly employee site that contains sections for messages, company news and even birthdays and anniversaries of colleagues. She can send messages to other employees, look up the employee directory and even set reminders for herself. She feels excited, this being her first experience with an automated HR system with so many features.

Mary clicks on the Appraisal Initiate message to kick-start the process.

3. A. Have I contributed to any area outside my job profile?

B. Can I appreciate the facilities provided by the management & contribution of others who helped me to perform better?

C. Did I have any problems which hindered my performance during last year & which can now be addressed by the management?

D. What are my future aspirations?

E. Who are the people who helped me in achieving my tasks?

She finds it quite simple to fill-in all the boxes with the guidance available on the Form itself. Mary understands that the management truly means business & is keen to improve performance at all levels and also identify top performers

4. While filling-in this page, Mary suddenly recalled that she had been voluntarily helping the Manager Materials in re-arranging the stores (which was not a part of her responsibility). She could instantly go back to Page 1 & make necessary entry in the 'Introspection Form'.

5. She finds on-line help available to know full details of each competency applicable to her job. She obviously feels delighted since in the manual system no such facility was available.

Mary feels comfortable in filling - in this page since the format for entering Ratings & Comments is the same as for the 'Goal Sheet Score',

Mary saves the data entered by her & moves forward.

6. This is how Mary did her self assessment. She is curious to know how Robert would grade her. After all, she is looking for a hefty reward having worked so hard throughout the year. Since Mary had also worked for sometime with John, CEO, she wonders if he too will be giving some feedback to Robert. Mary presses the 'submit' button to transmit her 'Appraisal Form' to Robert to endorse his report as her Manager.


7. By clicking on the message, 'Introspection Form' of Mary opens up before him. He views all the details with interest & observes that Mary has not mentioned any Factor which hindered her performance. He knows that Mary has the drive & initiative to manage all types of hurdles. He also feels that Mary's aspirations are genuine since she has been a star performer in the department.

Robert now wants to view the balance of Mary's self appraisal.

8. The system allows the Manager to over-ride the ratings of Mary. (If required, business logic & validation rules can also be set-up which allow a Manager to view all changes made by the employee in self rating)

In the same manner as above,Robert also endorses his own Ratings & Comments on the 'competencies' of Mary. His disagreements with Mary's own assessment are explained in his comments.

9. Robert is keen to see the 'Appraisal Score' for Mary. He clicks at the 'Final Score' and finds the auto- computed 'Manager Score' displayed along with the self rated 'Employee Score'. He also observes in the 'Notes' below an encouraging feedback from John Smith, the company president, on the good job done by Mary while working with him for some time. Robert knows that Mary has been a consistently high performer and deserves recognition for the same.

10. Robert is keen to see the 'Appraisal Score' for Mary. He clicks at the 'Final Score' and finds the auto- computed 'Manager Score' displayed along with the self rated 'Employee Score'. He also observes in the 'Notes' below an encouraging feedback from John Smith, the company president, on the good job done by Mary while working with him for some time. Robert knows that Mary has been a consistently high performer and deserves recognition for the same.

11. This page also provides Robert with facilities to write a 'Pen picture' of Mary. For this purpose he can use the Add Notes space. He can justify Mary's relative grading by indicating her special achievements, personality traits, out-standing contribution to the department and also make recommendations for her growth. Robert completes the pen-picture of Mary and signs off the Appraisal.

Note: This page on 'Relative Grading' carries a holistic view of each employee which enables the Manager to distinguish between the best & the second best amongst his direct reports. It is based on the best HR practices of some leading organizations who use this information for succession planning and management of promotions.

12. She click on the message link and is taken automatically to the 'Final Score' page. Looking at her scores, she feels delighted and wants to contribute more while working with Robert next year. Mary is also excited to read a comment from John Smith who was her dotted manager. She feels appreciative of the fact that the system could automatically look into this aspect. She enters her comments on the Appraisal and accepts it gracefully by signing off the report.

Now since 'Empxtrack' is in place, Mary looks forward to an early announcement of Performance rewards.

Note 1: If an employee does not accept the Appraisal Report, such cases are routed automatically to the HR Manager for conflict resolution.

Note 2: If some part of the Appraisal Report is not to be shown to the employee, as per the rules of an organization, the same can be easily blocked.

13. By actively driving the process through the status report, Elizabeth was able to energize the environment and get 95% of the Appraisals completed within 30 days. Balance were the cases of non-acceptance of the Appraisals by some employees which she decided to settle in consultation with the concerned employees & their respective Managers.