• March 1, 2018

Introduction:

In its quest to ensure consistence in the appraisal processes and ensure organizations get full benefits of employee’s input, DICT has designed and developed an Automated Employee Appraisal System which can be customized to an organization’s need/requirement. This innovation fits well in production/ manufacturing industries, public service organizations and government ministries and departments.

The performance appraisal system is a communication tool for employees, which is designed to support each individual’s contribution to the organization. It is about helping people become better at what they do.

The overall purpose of performance appraisals is to increase organizational effectiveness and productivity. However, the most important single purpose served by performance appraisals is to let employees know where they stand. Both employers and employees should start the appraisal period with full knowledge of their expected work goals. This knowledge gives employees comfort as to “where they are going”.

Many large organizations still use manual performance appraisal systems. Where manual appraisal systems are used often times, line management does not specify objectives for their staff at the beginning of the appraisal period. At review time; management “make up” suitable objectives and review against these objectives. This means that members of staff are not being managed to desired outcomes for a substantial part of the year.

There has been a shift in the management of appraisal systems. Computerized systems are now being employed to track which managers have defined some objectives to be achieved by their staff. A strong performance management process in place at a work helps to motivate and retain top performers, more closely align individuals’ goals with those of the organization, and create a more engaged workforce—all of which leads to greater productivity, and ultimately, improves the company’s bottom line.

Why use our Automated Appraisal System?

1. Promotes a green economy by eliminating Paperwork Hassles

With automated online systems, you eliminate many of the headaches associated with paper-based processes.

2. Implement Performance Management Best Practices More Easily

While some of the best practices can be implemented even with manual systems, many become significantly easier to accomplish with automated solutions

3. Increase Goal Visibility and Boost Shared Accountability – nearly 95% of workers are unaware of their employer’s specific corporate objectives. By automating the process of creating, cascading, monitoring, and measuring performance against goals:

• Employees and managers can achieve more—and do it in less time, gain greater visibility into both individual and company-wide goals
• Employees and managers can see what is on the public goal plan—and understand how their individual goals fit into organizational objectives
• Employees can cascade their goals to others in the company, creating shared responsibility
• Managers can more easily stay in touch with employees’ progress during every phase of goal completion, allowing immediate reinforcement of progress or coaching to get performance and deadlines back on track

4. Gain Powerful Insights by using collected data more effectively

Information needs to be collected and aggregated in a way that allows people to actually access and use it. Instead of simply filing away employee reviews in a drawer somewhere, our automated systems allow you to easily access important company-wide data at any time. Through performance- related dashboards and reporting options, managers can capture and analyze—on demand—the detailed information they need to make the best strategic decisions possible.

5. Ensure Compliance

Through automation, it becomes much easier for an organization to closely monitor the entire performance review process to ensure compliance across the organization.

6. Improve Feedback Quality and Strengthen Management Skills

• More relevant reviews. Enables more concise reviews so employees better understand their performance against goals.
• Richer, more consistent feedback. Ensures greater consistency of reviews written by various company managers, and help deliver a deeper level of feedback.
• Stronger, more relevant coaching. Enables Managers to receive specific, actionable suggestions for coaching employees, including office communications, interpersonal skills, and other competencies.

7. Save Time

Typical time-saving features include:

• Automated workflow.
• Online access.
• Automatic emails.

8. Gather Feedback that’s More Honest, Objective and Open

• Software-based appraisals from automated performance management systems are generally regarded by employees to be more objective than paper-based evaluations.
• Participants also tend to view software-based appraisals as more open because they provide greater access to performance evaluations and allow individuals to more easily track their progress toward both personal and organizational goals.