Hi Everyone,
My speciality is Performance Management and related topics, and have been involved in this for over 10 years (I am over 20 years in T&D). I have implemented paper-based performance management systems for a number of organisations, big and small.
I am currently putting all my expertise and experience of this into a web-based Performance Appraisal System, called APPRAISAL SMART, that will automate the appraisal process for organisations in a big way.
If you are curious about this, have a look at my website: www.performanceassociates.co.nz
Some of you may even be interested in becoming a reseller of this state-of-the-art system in your country. The financial rewards are excellent.
Kindest
William Gresse
From New Zealand, Thames
My speciality is Performance Management and related topics, and have been involved in this for over 10 years (I am over 20 years in T&D). I have implemented paper-based performance management systems for a number of organisations, big and small.
I am currently putting all my expertise and experience of this into a web-based Performance Appraisal System, called APPRAISAL SMART, that will automate the appraisal process for organisations in a big way.
If you are curious about this, have a look at my website: www.performanceassociates.co.nz
Some of you may even be interested in becoming a reseller of this state-of-the-art system in your country. The financial rewards are excellent.
Kindest
William Gresse
From New Zealand, Thames
Dear William,
It is very nice and futuristic to have such innovation
in Performance Management and HR in general.
However the web online appraisal angle to this, to me might be very subjective-especsially when it comes to physical and emotive portions of the questionaire.
Closely linked to the above is the issue of a Company with an effective local area network making use of such intranet to appraise-fine this could be effective because the supervising officer would have worked with the subordinate during the period covered by the evaluation.
Something has to be made clear or clearer here, are we talking of an ombudsman far away from us counselling, we might still be working with our papers for sometime more.
Meanwhile respond and probably enlighten the group further on how I can evaluate someone in about 10,000 kilometres away from me that I have never met but who is a subordinate.
Cheers and bye bye.
Afolabi Ajayi
From Nigeria, Lagos
6It is very nice and futuristic to have such innovation
in Performance Management and HR in general.
However the web online appraisal angle to this, to me might be very subjective-especsially when it comes to physical and emotive portions of the questionaire.
Closely linked to the above is the issue of a Company with an effective local area network making use of such intranet to appraise-fine this could be effective because the supervising officer would have worked with the subordinate during the period covered by the evaluation.
Something has to be made clear or clearer here, are we talking of an ombudsman far away from us counselling, we might still be working with our papers for sometime more.
Meanwhile respond and probably enlighten the group further on how I can evaluate someone in about 10,000 kilometres away from me that I have never met but who is a subordinate.
Cheers and bye bye.
Afolabi Ajayi
From Nigeria, Lagos
Hi Afolabi,
My apologies, I only saw your response now.
Appraisal Smart is a web-based (Internet or Intranet) Performance Appraisal/Review System that serves as an "electronic" (as opposed to paper-based) place to load Performance Agreements, performance evidence, completed Performance Reviews, and Performance Improvement Plans, as well as automating the rating process with resultant performance percentages to use e.g. for performance-based remuneration.
Both line manager and direct report can access the system and these electronic documents from anywhere in the world (also from their home PC’s of course) via the internet with their personal Login ID’s and Passwords. They can also save documents on their own PC’s and print it out. Every company buying an Appraisal Smart License gets its own dedicated system, plus all data gets encrypted for security reasons.
A web-based system, however, does not obviate the need for one-on-one, face-to-face appraisal interviews at all. These should still take place as always. Appraisal Smart only makes this entire process so much easier from an administrative point of view. Also, records of past Agreements, Reviews, and Performance Improvement Plans (stored in the system Archive) are click-easy accessible, and never get deleted.
So subjectivity or objectivity when using it is not a function of the system itself, but of the way Performance Measures and Standards with Rating Keys are formulated (plus actual performance measured and recorded during the performance period of course).
Re your question as to how to evaluate some-one who is physically far away from you:
Every situation will call for a customised solution, but the following are guidelines:
• You cannot evaluate someone’s performance if you do not know how they have performed (this even happens sometimes with employees physically close to line managers when the latter use a poor performance management system)
• Only QUANTIFIABLE MEASURES can be evaluated objectively, despite a geographical separation between appraisor and appraisee (e.g. sales targets)
• QUALITATIVE MEASURES (what you call “physical & emotive�) (being subjective, e.g. Competencies) cannot be assessed by someone who did not observe it personally.
In the latter case, you need to involve those who CAN report on those subjective performance measures of some-one reporting to you, but who are geographically removed from you. Such respondents can typically be that person’s location/branch/regional manager (even if not line manager), team mates/colleagues, customers, and suppliers (i.e. 360-degree feedback/appraisal).
You can get their input by means of e.g. appropriately designed (and anonymously completed) BEHAVIOURAL QUESTIONNAIRES sent to them (Appraisal Smart will also cover this functionality soon - all done online).
The full result of such an appraisal will thus be a combination of what you can personally assess as line manager (the quantitative), and what people close to the employee will tell you in questionnaires (the qualitative).
Read all about the Features and Benefits of the Appraisal Smart System on our website: www.appraisal-smart.com (A number of companies are using it already).
Cheers
William
From New Zealand, Thames
My apologies, I only saw your response now.
Appraisal Smart is a web-based (Internet or Intranet) Performance Appraisal/Review System that serves as an "electronic" (as opposed to paper-based) place to load Performance Agreements, performance evidence, completed Performance Reviews, and Performance Improvement Plans, as well as automating the rating process with resultant performance percentages to use e.g. for performance-based remuneration.
Both line manager and direct report can access the system and these electronic documents from anywhere in the world (also from their home PC’s of course) via the internet with their personal Login ID’s and Passwords. They can also save documents on their own PC’s and print it out. Every company buying an Appraisal Smart License gets its own dedicated system, plus all data gets encrypted for security reasons.
A web-based system, however, does not obviate the need for one-on-one, face-to-face appraisal interviews at all. These should still take place as always. Appraisal Smart only makes this entire process so much easier from an administrative point of view. Also, records of past Agreements, Reviews, and Performance Improvement Plans (stored in the system Archive) are click-easy accessible, and never get deleted.
So subjectivity or objectivity when using it is not a function of the system itself, but of the way Performance Measures and Standards with Rating Keys are formulated (plus actual performance measured and recorded during the performance period of course).
Re your question as to how to evaluate some-one who is physically far away from you:
Every situation will call for a customised solution, but the following are guidelines:
• You cannot evaluate someone’s performance if you do not know how they have performed (this even happens sometimes with employees physically close to line managers when the latter use a poor performance management system)
• Only QUANTIFIABLE MEASURES can be evaluated objectively, despite a geographical separation between appraisor and appraisee (e.g. sales targets)
• QUALITATIVE MEASURES (what you call “physical & emotive�) (being subjective, e.g. Competencies) cannot be assessed by someone who did not observe it personally.
In the latter case, you need to involve those who CAN report on those subjective performance measures of some-one reporting to you, but who are geographically removed from you. Such respondents can typically be that person’s location/branch/regional manager (even if not line manager), team mates/colleagues, customers, and suppliers (i.e. 360-degree feedback/appraisal).
You can get their input by means of e.g. appropriately designed (and anonymously completed) BEHAVIOURAL QUESTIONNAIRES sent to them (Appraisal Smart will also cover this functionality soon - all done online).
The full result of such an appraisal will thus be a combination of what you can personally assess as line manager (the quantitative), and what people close to the employee will tell you in questionnaires (the qualitative).
Read all about the Features and Benefits of the Appraisal Smart System on our website: www.appraisal-smart.com (A number of companies are using it already).
Cheers
William
From New Zealand, Thames
Hi William, Could you please let me know what would be the total cost / billability to install this web based tool in an organization with 1000 people ? thanks Moiz
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