Periodic evaluation is an important tool for motivating and monitoring the progress of employees.
Thanks to it, we give our subordinates a chance to develop and improve work results. Check what tools allow you to automate the process of periodic assessments and why it is worth using them.
Periodic employee appraisal – why does it matter?
Periodic employee appraisal is a process that takes place regularly at predetermined intervals and allows you to determine the progress and productivity of employees in the company. Although it is usually used in large corporations, it can be a very interesting and helpful tool also for smaller enterprises. Skilfully selected, it shows the strengths and strengths of employees, opening the way to problem solving and developing team competences.
This is what the greatest strength of periodic appraisal is about – it allows you to get to know the team better and better understand its struggles, which in turn leads to a stronger relationship at the employer-employee level. From a more practical point of view, the periodic appraisal also makes it possible to check which employees are simply good at their positions and which are not.
90 °, 180 °, 270 ° and 360 ° ratings – how are they different?
Periodic evaluation can be carried out in various ways. Here are some of the most popular ones:
90 ° assessment – the most traditional one, made by a superior in relation 1-1.
180 ° rating – the so-called multi-source assessment, in which two perspectives count: the superior and the employee himself.
Assessment 270 ° – the assessment takes into account the opinion of three parties: the supervisor, colleagues and the person being assessed.
360 ° assessment – this is the level that applies to people in higher positions (e.g. managers or managers). The opinion of four parties is taken into account here: the superior, co-workers, subordinates and the person assessed.
All these types have their own strengths and it is worth adjusting them to a specific situation and the needs of the organization.
Why is automating periodic assessments a good idea?
While carrying out a periodic assessment is important and necessary, it is very often a problematic process. Why? Employee appraisal is a delicate, difficult and rather tedious task that becomes especially time-consuming and complicated for organizations with large structures and large numbers of employees.
Fortunately, modern technologies and advanced programs that allow us to automate the process of periodic assessments come with help. What benefits do they enable? First of all – saving time. Managing the evaluation process manually takes a long time and is often ineffective. It requires the collection of data in files, documents and forms, which must then be entered into a common database.
By automating this process, the need to route, print, sign and scan documents is eliminated. We do not have to forward the forms to specific employees or people whose opinion we want to obtain, because inquiries are sent automatically to people marked in the system. Thanks to this, the employee assessment by the Administration, HR and colleagues is very quick, simple and intuitive.
Automation of periodic assessments – tools
What tools deal with the automatic evaluation of employees? This is done, among others, by programs such as HRM Productive 24 or the Emplo module. The SkillBox system deals with this topic very comprehensively, which allows you to look at the employee in a holistic way. SkillBox evaluates soft competences, verifies progress and acquired skills, sets and verifies goals, and helps to establish further development paths.
The system has an extensive reporting module, which includes, among others comparison of organizations or employees in selected periods, analysis of training needs, a report supporting internal recruitment and a personnel decision simulator, where it is possible to verify whether the employee, e.g. as a result of a promotion, will meet the required competency profile.
SkillBox enables 90- and 180-degree assessment, with competence sets for different environments. It also provides support in the form of registering positive and negative employee events and visualizing the team’s competences in the form of a Competence Matrix and reports. It allows you to add any questions, but also provides a library of 17 key competences and 76 indicators with behavioral descriptions available in the system.
SkillBox, like other tools of this type, facilitates the employee evaluation process for each party involved in its implementation. This is important because it allows the employer to focus on what is really important – that is, on the results of this assessment. Instead of spending time and resources on preparing the system itself, HR managers can focus on drawing conclusions and improving team performance.
Modern technologies allow for faster and easier assessment periods. Use these tools to help you measure employee development in a more accurate and efficient way.
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