Employee performance management and career development software

As one of the support systems for the company’s development, employee performance appraisal applications should have comprehensive features that help HR to evaluate work performance objectively and overall. Here are 5 important and mandatory features in the employee performance appraisal application:

1. Management of evaluation matrix

In accordance with its purpose to evaluate and understand employee performance, of course features to manage the matrix will be needed and its presence is important. The feature does not need to provide a scoring system with complex metrics, but it is easy to understand, use, clear, and able to provide objective results. For example, there are metrics based on the SMART method (specific, measurable, achievable, realistic, and time-sensitive).

2. Automated and flexible system

One of the advantages to be achieved when using an application to evaluate employee performance is effectiveness and convenience. Of course then it becomes important for the application to provide a system that is able to work automatically and online, so that it can be accessed flexibly from anywhere.

3. Adjustment of the assessment method as needed

There are several methods of evaluating employee performance. Some examples are Management by Objectives (MBO), Behaviorally Anchored Rating Scale (BARS), assessment center method, human resource (cost) accounting method, and 360-degree feedback. Every company needs to use different methods based on the perspective they want to get. Therefore, it is important for the application to provide a customizable assessment method.

4. Task and project management

How an employee is responsible for and contributes to tasks and projects is some of the important parameters in the appraisal process. In addition, with the task and project management feature, the company will be able to create better coordination between employees.

5. Planning for promotion

Employee resignation is something that will happen sooner or later, and will usually reduce productivity if the one who resigns is in a high position within the company. Therefore, HR must be prepared to fill strategic position vacancies in the company when needed by creating a plan for training and also developing potential employees.

6. Integrated with comprehensive HRIS

It would be ideal if an employee performance appraisal application was also integrated with HRIS. That way, the company’s HR will be able to align the results of the performance evaluation with employee data. For example, attendance data, attendance, leave, overtime, payroll, positions, and others. If the application can be integrated with a comprehensive HRIS, overall HR operations will be easier to do from one dashboard.