Performance Management

     1. Objective setting and Performance review

     2. Competency feedback

     3. Nine box and performance quadrant

There is a popular saying “what you measure only will get done”.  A good system will help you set objectives with deadlines, action plans to achieve the goals, metrics to measure the progress and achievement.   A tool to measure the employees’ performance, provide feedback to employee and help employee grow.

Client has the choice to set the appraisal period such as monthly, quarterly, half yearly or annual.

In the standard version, employees will set their objectives in the beginning of the appraisal period and their superior approves it online.  And at the end of the period, employees do their self-appraisal, then their superior and reviewer do the evaluation and give their ratings.

  System also has the option to cascade objectives to team (Top down), where the head can assign objectives to team members.

  Competency / behavioural / qualitative feedback.

  Choice to create competency directory and employees can choose the competency.

  Choice to provide standard competency and proficiency levels based on work levels.

  Multi-rater / 360 feedback options.

  Capture employees strength, improvement areas and development needs.

  Fitment of performance vs competency scores into 9 box with increment scenario.

  Promotion recommendation form – template.

  Career pathing template for Individuals.

  Bell curve based on performance quadrant.

Daily Activity Report:

A time log for the day is available where employee can enter; from time to time the tasks completed during that duration of time. His superior can view it online and can give comments for the day’s work. There is no rating. Day wise monthly consolidated report can be generated.