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Over-all Grade, Relative Rating & Pen-picture
A good appraisal system computes the over-all score of an employee based on the weights allocated to the Goals as well as Competencies/skills. At senior management positions, most of the organizations assign 60 to 70% weight to competencies & 30 to 40% weight to the Goals. The reverse is true for the Junior Managers & front line executives. Also at Senior levels emphasis is on developing 'Leadership Competencies' & for junior positions the managerial & technical skills remain in focus. Therefore, the organizations use different Appraisal Forms for different levels of employees. Another good practice observed in some of the leading organizations is the 'Relative Rating' by the Manager of all his subordinates of the same level. This helps to discriminate between the best & the second best employee, a capability which every Manager needs to develop. Employee's Pen picture highlights both the positive & negative traits of an employee & helps the Manager to plan the counselling sessions. 'EmpXtrack' has all the above features, but leaves the choice of adapting these best practices to the user.
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Employee Development Needs
A good Appraisal system must capture the development needs of an employee. These needs could be expressed by the employee & vetted by his/ her Manager. However, some organizations prefer the Manager to identify the development needs of his/ her subordinates. Consolidation of all these needs results in the preparation of a 'Training calendar' for the organization & a 'Development Plan' for each employee.
EmpXtrack fully supports this functionality and also provides to the organization an automated 'Training Management Information System' which is fully integrated with the EPM.
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