Performance appraisals are structured evaluations of employee performance within an organization. They are used to analyze performance, provide feedback, identify development needs, and make decisions regarding rewards or further actions.
Typical Features of Software in "Performance Appraisals":
Define Evaluation Criteria: Establish criteria and standards for evaluating performance, such as goal achievement, competencies, or behaviors.
Self-Assessment and Employee Feedback: Capability for employees to self-assess and gather feedback from colleagues, supervisors, or teams.
360-Degree Feedback: Comprehensive feedback from various stakeholders, including supervisors, peers, and subordinates.
Goal Setting and Tracking: Setting individual and team-based goals to be achieved during the appraisal period.
Performance Monitoring: Continuous monitoring of performance throughout the appraisal period to identify trends and improvement opportunities.
Competency Management: Management of employees' competencies and skills for better assessment and development.
Calibration and Consensus Building: Ensuring fair and consistent evaluations through calibration sessions and consensus building among different evaluators.
Development Plans: Creation of individual development plans based on the results of performance appraisals.
Reporting and Analytics: Generation of reports and analytical tools to evaluate performance data and derive insights.
Integration Capabilities: Integration with other HR modules such as talent management, succession planning, and training.