| Features |
Benefits |
| Runs
on the latest Microsoft ASP.NET v2.0 platform. |
Dramatically
improves system performance, capacity, scalability,
security and reliability compared to other programming
software. |
Operates
on Corporate Intranets or over the Internet as a
hosted ASP application.
|
Provides
access from anywhere in the world via your PC Web
Browser (any kind); even from your home PC or laptop
(24/7/365 access; 99.99% guaranteed uptime).
Some larger organizations may prefer to have Appraisal
Smart installed on their own Intranet servers. |
| Secured
by 128 bit SSL Encryption |
Secures
data communication over the web. Data sent via an
SSL connection is protected by encryption, a mechanism
that prevents eavesdropping and tampering with any
transmitted data. |
| Handles
from only 20 to many thousands of employees, covering
all staff and managerial levels, at multiple worldwide
locations. |
Being
fully scalable, there is no limit as to the number
of employees an organization may have on the system
- now or in future. This is one of the biggest advantages
of Appraisal Smart having being designed with ASP.NET
technology. |
| Competitively
priced, especially considering its diverse and unique
functionalities. |
Many
Appraisal System Vendors will not sell their system
to organizations having under a certain minimum
number of staff members (typically 200 to 300 minimum).
Or otherwise their pricing is so prohibitive that
it puts it out of reach of most organizations.
Not so with Appraisal Smart. Our pricing model makes
it affordable for companies with as few as 30 employees.
|
Appraisal
Smart accommodates the following Performance Cycle
alternatives: 1, 2, 3, 4, 6 or 12-monthly performance
appraisals, as well as employee anniversary-based.
|
You
are not limited to any system-prescribed performance
management cycle. You can also change this cycle
as necessary. |
| Ad-Hoc
Appraisals. |
Apart
from "regular" employee performance appraisals,
you can also administer any kind of ad-hoc appraisal,
such as for Probation (90-day), Promotion, Succession,
and Performance Improvement. |
| Accommodates
any kind of Performance Measure such as Goals/Objectives,
Key Performance Indicators (KPIs), and Competencies. |
Many
online appraisal systems limit Performance Measures
to Competencies only. With Appraisal Smart there
are no restrictions as to the kind of Performance
Measures you wish to use - you can even use a mixture. |
| Performance
Measures can be weighted according to their importance
and priority. |
The
Performance Measures of a specific position cannot
all be equally important. With Appraisal Smart you
can prescribe their individual importance weights
in relation to each other. |
| Handy
Calculators are included to aid many different KPI
performance level calculations. |
These
facilitate the easy calculation of sub-scales in
pre-agreed Rating Scales, which would otherwise
be very cumbersome to work out. |
| Organizations
can create a Centralized Appraisal Template Database
(for all job categories in the organization). |
This
facilitates the easy creation of Performance Agreements
with position-specific Goals/Objectives, KPIs, and/or
Competencies. Templates get uploaded for individual
employees at the click of a mouse, and then customized
if necessary to provide for local circumstances
and individual requirements. They can also be locked
to prevent editing by managers once downloaded.
This unique functionality of Appraisal Smart ensures
the standardization of Performance Requirements
for the same Job Category/Title throughout the organization,
prevents the reinvention of the wheel wherever a
position is duplicated, saves eons of time, and
ensures a fairer performance management dispensation. |
Numerous
Generic Competencies are available in a central
system library to select from and auto-download
into Performance Agreements, or when creating Agreement
Templates.
Organizations can also create their own Corporate
Competency Library for in-house use. |
The
concept of Competencies can be daunting for many
organizations. Appraisal Smart has numerous Generic
Competencies to select from and auto-download into
Performance Agreements - based on the requirements
of each position.
Larger organizations frequently have their own Competency
Frameworks. These can be input into Appraisal Smart
for easy click-selection by their in-house users.
|
| Standard
Rating Keys are available (2, 3 and 5-point versions),
plus client organizations can design additional
versions to their own liking. All can be used during
appraisals, depending on the specific Performance
Measure under consideration. |
Facilitates
easy rating of Actual Performance against Agreed
Performance Measures and Standards/Targets. The
rating option: “'Competent'” and “'Not
Yet Competent'” is also included. |
| Powerful
Multirater Functionality. |
Other
managers, supervisors and team leaders an employee
has worked with during a performance period, can
be invited to provide online feedback to the employee.
The results are output as averaged ratings and combined
narrative feedback per measure, automatically presented
on one report page - with graphs (while the individual
appraisal results can also be viewed).
To view details about our
360-degree feedback system, click
here |
Automatically
calculates an overall Performance Percentage for
each staff member.
|
This
functionality can be used (if required) to provide
crucial input for calculating performance-based
salary increases, incentives and bonuses, in a fair
and transparent way. This also enables HR and Line
to compare employees' performance, especially those
from the same job category. Star performers can
thus be easily identified for appropriate reward
and other kinds of recognition. |
| Exports
employee performance percentages to a spreadsheet. |
Facilitates
easy performance-based remuneration calculations
(if required). |
|
Appraisors (line managers) and Appraisees (all
levels) can log (typed text) performance record
notes onto the system at any time.
This feature can be optionally disabled by the
Corporate System Administrator.
|
This
is the solution to potential differences in opinion
as to what has actually happened during a performance
period. By entering performance record notes of
actual performance (positive. general, or negative)
in this way, both parties do not have to rely on
their memories that much as to what the jobholder
has achieved over the performance period. |
| Any
number of Appraisal Smart System Administrators
can be appointed. System Administrators are typically
Human Resources staff, but can also be any other
selected individual/s such as PA's or administrative
personnel. No special skills are required to manage
the system, and detailed help files and tutorials
are available by mouse-click. |
Larger organizations should typically appoint
a Corporate (Master) System Administrator, and
a Divisional System Administrator for each division
(or region/branch/location). This way the burden
of monitoring appraisals does not fall on one
person only, but gets shared logically as dictated
by the organization structure or its geographical
spread - even internationally.
Divisional System Administrators are only allowed
to see and manage the employee and appraisal records
of those units, branches, regions, or locations
that were assigned to them in the system.
|
Email
reminders are sent automatically to inform line
managers and staff of appraisal deadlines.
System Administrators can also send bulk emails
to all or selected units/sub-units to give relevant
appraisal instructions instantly, at any time. |
System
Administrators have the ability to program the system
to send pre-written emails to selected in-house
audiences (even the whole organization), at predetermined
times prior to appraisal deadlines. This way line
and staff are prompted/notified as needed to continue
progressing with the appraisal process.
ADDITIONAL USE OF THIS SYSTEM FUNCTION: Use this
system feature for all other corporate mass email
communications as well, even unrelated to appraisals!
You can select/filter the in-house recipients of
bulk emails in the following ways: entire Organization,
Divisions, Departments, Sections, or Locations. |
| Easy
monitoring (by means of the system's unique 'Appraisal
Manager' function) of the status of appraisals --
by the appointed in-house System Administrator/s
and Appraisors. |
System
Administrators have a Corporate or Division-wide
view (on one web page, called the 'Appraisal Manager')
of exactly what the status of all appraisals in
the organization is: which were completed when,
and which are still outstanding by whom, and the
performance percentages achieved. From this Appraisal
Manager they can also send email reminders to those
people who are lagging behind.
Line managers (Appraisors) have a similar Appraisal
Manager page to monitor the status of appraisals
in their own teams. |
| Appraisals
include a Performance Optimization Plan (with earmarked
Training and Development) for each employee. |
No
appraisal should end without a discussion and written
Action Plan as to how Line Managers can assist their
direct reports in performing their jobs better,
and how the latter can improve their own performance
- plus any training and development they could benefit
from.
This is probably the most important part of an appraisal:
namely how to use lessons learnt over the previous
performance period to improve performance in the
next. This philosophy and practice will lead to
a truly continuously improving and 'Learning Organization'.
|
| Detailed
records of all previous appraisals are stored in
a click-accessible archiving system (lifetime archiving,
i.e. records get never deleted). |
This
is useful in tracking performance progress over
time, and the history of past Performance Measures,
Ratings, Percentages, and Training & Development.
It is, naturally, legally crucial to have a documentary
audit trail of someone's poor performance. Without
this it will be difficult to dismiss employees based
on persistent poor performance. |
| There
are three system interfaces: System Administrator
(Corporate and any number of Divisional), Appraisor,
and Appraisee, each with specified System Access
Rights. |
Users
log in with their own User ID's and Passwords to
ensure sufficient security and privacy. Each type
of user only sees what are relevant to them and
what they are allowed according to their set system
access privileges. |
| Creates
tabular and graphical reports by filtering any combination
of Job Title, Appraisor, Appraisee, Team, Unit,
Location and Performance Measure. |
Graphical
presentation of Ratings and Performance Percentages
make staff performance comparisons real easy.
Appraisal Smart also allows you to identify the
poorest performers in any performance measure (e.g.
the Competency "Leadership", or the KPI
"Sales") so that such people can be targeted
for needs-based training, development and coaching
interventions. |
| Rich
content includes detailed User Guides, Tutorials
and Help Files to get users (all staff members)
up to speed with Performance Management and Appraisals
in no time at all. |
No
need for special 'classroom' training, providing
that users spend some productive time and effort
learning the system through the user-friendly User
Guides, Tutorials and Help Files provided. Add to
this our unlimited free email, online and telephone
support as per the Client License Agreement.. |
As
part of the system setup, System Administrators
create the entire organization hierarchical structure
online in the system, along with User Files for
all employees, containing their details such as:
name, job title, start date, unit, location, work
address, telephone number/s and email address.
|
This
functionality is extremely useful in logically setting
up the system for the organization, and for targeted
filtering (record searching) and reporting.
ADDITIONAL USE OF THIS SYSTEM FUNCTION: All users
can view the organization structure, and who works
where, in a 'Contact Manager' feature. Everybody
can also view the non-confidential details of all
staff members in the organization, such as their
names, job titles, units, locations, work addresses,
and telephone numbers - plus have the ability to
send emails to anyone by merely clicking on a link
next to a person's name. Imagine what this amazing
feature could mean for your general corporate communication
and productivity! This is equivalent to having an
electronic staff directory on tap from anywhere
in the world. |
Job/Role
Description Functionality
|
Create
all your Job/Role Descriptions within Appraisal
Smart, and give online access to it so managers
can view those of their direct and indirect reports,
and staff members can view their own (by mere mouse-click).
As you update/edit your Job Descriptions centrally,
everybody has instant access to the latest versions.
Job Descriptions can be linked to Appraisal Templates
to ensure perfect alignment between them. |
| Scans
all entries by Appraisors with a Language-Sensitivity
Filter/Checker. |
The
Corporate System Administrator enters inappropriate,
non-compliant, and other insensitive words and phrases
into a system filter to disallow their use by Appraisors. |
|
'Bulk-Create Appraisals' functionality
|
Create
Appraisals (Performance Agreements) for ALL employees
in your organization, each with their own unique
positional Performance Measures, WITH ONE MOUSE
CLICK.
This amazing functionality gives full control to
the Corporate System Administrator to ensure that
all employees have the correct Appraisal for their
relevant Job Titles. |
| Linkage/interfacing
with any HRIS/HRMS or Payroll System is possible,
i.e. employee data can be imported from existing
Personnel/HR Information Systems (additional setup
fee applies). Alternatively, the system’s Excel/CSV
Bulk User Importing Functionality can be used. |
Fast
upload (and maintenance/updating) of employee data. |
|
To view the Smart36o-feedback system details,
click
here
To go back to the Homepage, click
here
|
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