Documents » ccbt appraisal.
Abstract: Over the years, improvements have been made to the tools and methodology of measuring and documenting employee performance. One thing has remained constant however—the awkward and tension-filled one-on-one performance
appraisal meeting. That’s why you need to focus on the twelve major “dos and don’ts” that will help deliver maximum productivity and effectivity from the dreaded performance
appraisal meeting.
PubDate: 3/8/2007 10:28:00 AM
Abstract: For many firms, continually moving people to new projects under different leaders is the only possible way to operate. The formal boss on the org chart may only rarely get a chance to observe employees in work situations. This isn’t normally a problem; direction is provided by whoever is leading the project. Where it is a problem is when it comes to performance appraisal—there is no one person who can do that appraisal.
Abstract: Performance reviews are typically based on the definition of what an employee was originally hired to do. However, appraisal systems fail to address the fact that jobs change as the business environment evolves. Performance management systems should thus deal with critical focus areas rather than basic functions. Appraisal without these objectives in mind risks being a total waste of time.
Abstract: The problem of information technology investments particularly concerns small and medium enterprises, as they are much more limited in resources than large enterprises. One of the critical questions is whether to implement an open source or closed source solution.
Abstract: Amcor Sunclipse realized that although it knew the importance of encouraging and rewarding employees, to actually demonstrate support for them through timely, comprehensive appraisals was becoming a challenge. Since implementing Halogen’s employee performance management (EPM) solution, Amcor has improved the speed and quality of its employee appraisals and has centralized the results to enable reporting of employee skills.
Abstract: Your enterprise is looking into performance appraisal software, often called employee performance management (EPM). And your company already uses an enterprise resource planning (ERP) system such as SAP or Oracle. After all, speak to any ERP vendor, and they’ll say they have the perfect fit for you. So isn’t it natural for you to go with the ERP vendor’s add-on module for that purpose? Not necessarily. Find out why.