Human Resource Management with Plus Workflow Part 2
Every job posting includes details such as a job description—outlining responsibilities and required skills. This is not surprising, as all employers define specific expectations that a prospective candidate should meet to perform the assigned duties competently. However, not all information and competencies can be fully validated prior to onboarding a new employee. For this reason, employers frequently decide to implement periodic employee appraisals, allowing them to verify whether an employee is adequately fulfilling their duties. This evaluation can impact numerous aspects, such as mapping out further career paths or awarding bonuses and incentives.
A properly implemented system for periodic employee appraisal has a significant impact on workforce efficiency and work quality. Additionally, it enables continuous tracking of employee progress, thereby facilitating the effective management and support of staff professional development.
Periodic Employee Appraisal with the Plus Workflow System
To conduct an effective employee evaluation, it is essential to establish clear appraisal criteria—assessments may cover criteria such as punctuality, foreign language proficiency, autonomy, creativity, or teamwork. However, this entirely depends on the employer and the specific role. Once all evaluation criteria have been agreed upon and approved by both the supervisor and the employee, the information can be entered into the system.
In Plus Workflow, parameters such as the percentage weight distribution between individual competencies and goals, the competencies subject to evaluation, as well as specific objectives with their individual weightings and deadlines, are defined.
Crucially, the system continuously tracks the progress of individual goals and notifies the employee of approaching deadlines. A system user can request to postpone the deadline of a given objective or remove it altogether. In such cases, the employee is required to provide a justification for the request, which is then submitted to the supervisor for approval.
Upon expiration of the designated deadline for completing assigned goals, the system generates an appraisal form, which is routed simultaneously to both the employer and the employee. At this stage, both parties can review the form and provide relevant comments and feedback. Only after both parties have acknowledged and commented on the form can the supervisor and employee view each other's ratings to prepare for the appraisal review meeting. An invitation to the meeting is dispatched by the employer within the Plus Workflow system. The employer is required to specify the exact date and time of the meeting, as well as the location or format (in-person, by phone, or via video conferencing).
The next stage in the periodic appraisal process is conducting the appraisal interview, which aims to formulate the final evaluation. Following the meeting, the supervisor records the outcome. If an agreement on the rating is reached, it is submitted for employee sign-off; in the event of discrepancies, the supervisor can escalate the evaluation for consultation with their superior or another designated authority.
It is worth noting that the final rating is also influenced by the length of service and absences, which are automatically calculated by the Plus Workflow system based on the entered data.
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