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Performance Appraisals

Improving performance in individuals who also contribute to generating value is a challenge the HR department faces daily. HR professionals need a Performance Management system that lets them design and manage the processes using the best practices in the market and apply them to self-assessment, 180º , 360º , top-down, team-based or peer-to-peer reviews.

PeopleNet Performance Appraisal module evaluates the results of each individual, identifies their strengths and weaknesses, and provides relevant information for other areas like recruitment, training, and career planning.

Performance Management

Performance Management entails creating a system that helps us align the entire organization—or what is the same thing, all of our employees one by one—to corporate goals. First of all we must have a very clear idea of our goals and the corporate culture. Second we must objectively evaluate each of the positions in our organization; this is the most complicated and critical part of performance management.

To evaluate the positions of an organization, each position must have set up the goals to achieve and the competencies to command. The goals may be straightforward up to a point, as these are quantitative targets, e.g. the number of items that must be sold. But with competencies, it is a more complicated matter, as much is subjective, like interpersonal skills, innovation, self-control, etc. That is why it is vital to have a system that helps you evaluate these competencies and how these should be applied objectively.

What should Performance Management do?

A Performance Management system evaluates the achievement of the goals and expectations that align each individual’s role in the organization with the corporate strategy. For this to be successful, several requirements should be met: employees must adopt them, it must be tied in with some form of reward (salary, training, etc) and it must be systemically automated with a calendar, tools etc.

The Meta4 PeopleNet Performance Management module rises to this need with its submodules, Management by Objectives and Competencies Management (also known as Extended Knowledge). Of course, your company can manage basic performance with spreadsheets, but the only way to make the most of your employees and their potential is with a powerful tool like Meta4 PeopleNet that lets you steer them in the direction you want

Main Features: Management by Objectives
Objectively evaluate the positions
Objectively evaluate the positions in the organization.
Set objectives efficiently
Set objectives efficiently, making sure there are no conflicts nor missing ones.
 
Define the level to apply for each objective.
Define the level to apply for each objective per employee/position.
Track planning, follow up, appraisals and review meetings
Track planning, follow up, appraisals and review meetings.
 
Weight scores appropriately for each objective and employee
Weight scores appropriately for each objective and employee.
Review how objectives are being met
Review how objectives are being met.
 
Review at several levels: self, 180º, 360º
Review at several levels: self (employee), 180º (employee and manager), 360º (employee, manager, collaborators, etc.).
Identify objectives where employees fall short and define plans of action for improvement
Identify objectives where employees fall short and define plans of action for improvement.
 
Manage the level of commitment of your employees
Manage the level of commitment of your employees and create a sense of bonding and loyalty.
Retain the best employees
Retain the best employees via variable pay based on objectives and competencies accomplished.
 
Identify employees who are paid below or over the market standard
Identify employees who are paid below or over the market standard.
IAssess the risk of key employees leaving
Assess the risk of key employees leaving.
 
Motivate employees
Motivate employees.
Identify the training employees need in order to meet their goals
Identify the training employees need in order to meet their goals.
 
Main Features: Competencies Management .
Objectively evaluate the positions in the organization
Objectively evaluate the positions in the organization.
Set the typical competencies and their levels for achieving an objective review
Set the typical competencies and their levels for achieving an objective review.
 
Set the competencies an employee in a given position must command
Set the competencies an employee in a given position must command.
Define the levels of competencies to apply for each employee and position
Define the levels of competencies to apply for each employee/position.
 
Track planning, follow up, evaluation and review meetings
Track planning, follow up, evaluation and review meetings.
Weight scores appropriately for each competency and employee
Weight scores appropriately for each competency and employee.
 
Review how competencies are being satisfied
Review how competencies are being satisfied.
Review at several levels: self, 180º, 360º
Review at several levels: self (employee), 180º (employee and manager), 360º (employee, manager, collaborators, etc.).
 
Identify competencies, where employees fall short and define plans of action for improvement
Identify competencies, where employees fall short and define plans of action for improvement.
Retain the best employees
Retain the best employees via variable pay based on objectives and competencies accomplished.
 
Identify employees who are paid below or over the market standard
Identify employees who are paid below or over the market standard.
Assess the risk of key employees leaving
Assess the risk of key employees leaving.
 
Identify and retain talent
Identify and retain talent.
Manage career plans based on competencies
Manage career plans based on competencies.
 
Identify the opportunities for horizontal, vertical and cross mobility
Identify the opportunities for horizontal, vertical and cross mobility sidestepping the Peter Principle.
Identify the competencies of the best talent in each position
Identify the competencies of the best talent in each position and transfer them to the Recruitment module.
 
Identify at any time which competencies must be strengthened
Identify at any time which competencies must be strengthened and which ones are no longer relevant for a position.
Manage the training an employee needs
Manage the training an employee needs to strengthen a given competency.
 
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