BEST APPRAISAL SYSTEM FOR HRs
Most companies run an appraisal system of one sort or another. Appraisals assess employee performance against set objectives and guide employees on their future development. When appraisal systems are managed well, the employee continually progress and achieve more. In this way, employee appraisal systems can make a significant contribution to the overall success of a business – Check TAMS Appraisal System
Types of Employee Appraisal System
There are varieties of employee appraisal systems. The best known is the annual review. It is a yearly review where manager and employee sit down and assess how well the employee has performed. Some systems rate employee according to various criteria using a scoring system. Other appraisals will consist of a narrative that describes the employee’s strengths and weaknesses and assesses their achievements (and shortcomings) against the objectives that were set in the previous review. Some systems combine both ranking and narrative methods.
1. 360 Degree Review
Appraisal also comes in other forms, like the 360 degree review which aims to collect feedback from all employee’s interactions and deliverables, so their managers, colleagues, subordinates and even customers can appraise them. This method is not dependant on just one person’s view of the employee and the extra feedback obtained about the employee gives a more balanced view of them in their day-to-day role.
2. Self-Evaluation Review Method
The self-evaluation method of review can be useful as an input in the appraisal process. Asking an employee to honestly appraise themselves can be enlightening for both the employee and the manager.
3. Key Performance Index Review Methods
This is one of the best appraisal systems. Using objectives and KPIs, both manager and employee can set and agree on goals and timelines that need to be met. Agreed and well-defined aims and goals provide an easy way of measuring success or failure. This can take the forms of Project Evaluation Reviews or Sales Performance Appraisal.
Why You should have an appraisal system as an HR
The biggest benefit of an appraisal system is that it gives feedback on how to improve a worker’s subsequent performance. It details how an employee can develop and add more value to the organisation. Appraisals give direction to the workforce based on the needs and wants of the customers of the organisation. In this way, employees are encouraged to be more customer-centric. And giving your customers what they want – profitably – is at the heart of business success.
Appraisal systems are also designed to identify the training needs of individuals. When aggregated, this gives HR a view of the training needs within the organisation as a whole, identifying skills gaps and possible training opportunities.
Some companies use appraisal systems to determine pay increases and promotion. Based on performance according to a graded scale, pay increases can be awarded, with those scoring the highest receiving the largest pay increases.
Appraisals systems form a sound basis for HR decision-making. If an employee is under-performing to the extent that disciplinary processes need to be initiated, then performance reviews can measure and identify whether improvements have been made. Where they haven’t, the review can help inform the next stage of the HR disciplinary process.
The TAMS Appraisal System
TAMS Performance appraisal systems solve the review process problem — normally a formidable and cumbersome task—by making it both efficient and effective for managers and employees. HR often gets bogged down with the process, and managers are often untrained in delivering effective reviews that actually impact workforce performance and help grow the business
TAMS Effective goal alignment and performance management lets you establish a true pay-for-performance culture at your company by providing the foundation for closely linking reward systems with individual and team performance, thereby allowing you to hold on to your high performing employees.