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Over-all Grade, Relative Rating
& Pen-picture
A good appraisal system computes the
over-all score of an employee based on the weights allocated to the
Goals as well as Competencies/skills. At senior management positions,
most of the organizations assign 60 to 70% weight to competencies
& 30 to 40% weight to the Goals. The reverse is true for the
Junior Managers & front line executives. Also at Senior levels
emphasis is on developing 'Leadership Competencies' & for
junior positions the managerial & technical skills remain in
focus. Therefore, the organizations use different Appraisal Forms for
different levels of employees. Another good practice observed in some
of the leading organizations is the 'Relative Rating' by the Manager of
all his subordinates of the same level. This helps to discriminate
between the best & the second best employee, a capability which
every Manager needs to develop. Employee's Pen picture highlights both
the positive & negative traits of an employee & helps
the Manager to plan the counselling sessions.
'EmpXtrack' has all the above
features, but leaves the choice of adapting these best practices to the
user.
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Employee Development Needs
A good Appraisal system must capture
the development needs of an employee. These needs could be expressed by
the employee & vetted by his/ her Manager. However, some
organizations prefer the Manager to identify the development needs of
his/ her subordinates. Consolidation of all these needs results in the
preparation of a 'Training calendar' for the organization & a
'Development Plan' for each employee.
EmpXtrack fully supports this
functionality and also provides to the organization an automated
'Training Management Information System' which is fully integrated with
the EPM.
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