Performance Evaluation
With the support of Join RH, establish a formal program from specification and evaluation of the appropriate competencies for each job. Using a periodic evaluation process, you will have subsidies to administer training, remuneration and promotions, as well as fully comply with ISO norms.
- Make all your evaluations over the web and with a guarantee of security for evaluators.
- Personalize as many evaluation forms as you need including explanatory texts, open and closed questions, spaces for comments, etc.
- Perform a 360º evaluation process specifying the evaluators (superior, peers, subordinates, clients or internal suppliers) and which factors will be evaluated by each evaluator. This process can have a manual or automatic consensus, for example, using averages.
- Map the knowledge, skills and attitudes (KSA), and the corporate competencies, with you level of demands for each job.
- In each function, identify the key activities to be monitored.
- Break down the company’s strategic planning into individual goals to be met by employees.
- Discover the distance between expected and real performance for each employee's or job's competencies and find the faulty points in your team.
- Classify the competencies, with total flexibility, for example, in priorities and desirables.
- Compare the evolution of performance visualizing the competencies fitness indexes and potential both individually and corporately.
- Maintain a clear and transparent policy of the evaluation process between the company and employee.
- Improve the feedback process from the manager to the employee and permit better decision making.
- Communicate and align performance expectations between the company and the professionals.
View the screens and reports of the Performance Evaluation module