| Pitfall #1 |
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High administrative cost and slow results from administering resource intensive, paper-based solutions |
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| emPerform |
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Reduces the amount of time spent designing, drafting and rewriting reviews, allowing more time for manager-employee interaction. Reduces training costs and frees HR from labour intensive process of "policing" incomplete evaluations. |
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| Pitfall #2 |
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Preparation and Planning |
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| emPerform |
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A lot of time and effort is invested at the front end of an employee appraisal process. In fact, managers can feel as if the new process is too time consuming. Once the foundation of competencies and goals are in place the following evaluations are easier to setup, administer and deploy. With built in competency libraries and position profiles time consuming administrative tasks are eliminated. |
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| Pitfall #3 |
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Unclear and often include inappropriate wording |
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| emPerform |
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Take control of wording with features such as Word Out, which allows HR to block inappropriate words and terms which should not be used. |
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| Pitfall #4 |
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Difficulty tracking responses and ensuring all evaluations are complete |
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| emPerform |
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Administrators are provided with the tools to discover incomplete evaluations, automatically send reminders and identify earlier in the process where responses are incomplete. |
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| Pitfall #5 |
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Inconsistent evaluations and biased ratings |
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| emPerform |
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Provides consistent criteria and a systematic method of evaluating performance across all divisions, departments and positions. Helps to eliminate and discourage rating biases through the help of online dictionaries and help functions that ensure managers and employees understand all criteria, objectives and evaluations. |
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| Pitfall #6 |
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Inflexible evaluations forms |
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| emPerform |
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Allows organisations to centrally define and customize performance criteria and standards to cater to the individual objectives of departments, divisions and positions. |
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| Pitfall #7 |
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Irregular feedback |
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| emPerform |
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With the ability to do 360 degree feedback, as well as the option of providing anonymous evaluations, emPerform encourages managers and employees to give regular open and honest feedback. This leads to an opportunity to provide advice and coaching ideas. |
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| Pitfall #8 |
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Difficult to track and analyze results, including historical evaluations and data |
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| emPerform |
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Comparing historical evaluations and reviews of the past to current ones has been a major challenge in the paper based systems of the past. Online systems allow for all information past and present to be available for analysis and review to help create the best evaluation reports possible. |
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| Pitfall #9 |
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Late, infrequent reviews |
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| emPerform |
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Online administration makes it simple to remind managers and employees automatically when reviews are due, late or incomplete, HR professionals no longer have to track down missing reports. |
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| Pitfall #10 |
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Annual Review Process |
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| emPerform |
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Due to the amount of time needed to administer and calculate results, many organisations conduct reviews annually. However, a web-based solution provides a platform which allows for an ongoing collaborative work process between HR, the manager and employee from the setup to the completion of evaluations. |
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| Pitfall #11 |
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Paper Based Appraisals are not employee performance management |
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| emPerform |
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Performance management is about everyone succeeding and improving. In order for that to happen, the manager and the employee have to work together using emPerform to identify barriers to success, and to build plans to overcome those barriers. |
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