In this file, you can ref useful information about performance appraisal software such as performance appraisal software methods, performance appraisal software tips, performance appraisal software forms, performance appraisal software phrases … If you need more assistant for performance appraisal software, please leave your comment at the end of file.

1. Performance appraisal software
In this file, you can ref useful information about performance appraisal software such as
performance appraisal software methods, performance appraisal software tips, performance
appraisal software forms, performance appraisal software phrases … If you need more assistant
for performance appraisal software, please leave your comment at the end of file.
Other useful material for you:
• performanceappraisal123.com/1125-free-performance-review-phrases
• performanceappraisal123.com/free-28-performance-appraisal-forms
• performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
I. Contents of getting performance appraisal software
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PeopleFluent Performance Management Software allows you to align your workforce to
corporate objectives, evaluate individual performance and measure organizational results. With
PeopleFluent employee Performance Management Software, you can improve business results,
develop employees and retain key staff by aligning, establishing and measuring employee
performance on a continuous basis. This complete performance management system provides
easy-to-use yet highly effective tools such as goal management, performance appraisals,
competency and skill assessment, talent profiles, development activities, mobile performance
management, reporting and analytics, and multi-rater / 360 review functionality.
Appraisal Management
Ongoing feedback is essential for employees to understand how they are performing, how they
contribute to corporate goals and next steps for career development. The PeopleFluent
Performance Management System automates all components of the traditional appraisal
including employee performance, competency and goal ratings. When applicable, development
actions may be associated and supporting content included. A single calculated performance
score may be derived automatically from weighted individual ratings.
Performance appraisal screens, including rating scales and areas to contribute qualitative
narrative, are configurable to match the design of an organization’s employee performance
management process. Configurability lets you choose how the form is delivered to managers and
employees and what appears on the form, including qualitative feedback, performance rating
scales, competencies, goals or other elements that define this plan.

2. Competencies and skills are foundational building blocks of integrated talent management.
PeopleFluent includes a sample competency library as part of the performance management
software's core offering, as well as the flexibility to add client-specific competencies into the
solution.
All steps in the performance process are industry –specific and role sensitive with role-based
behavior configurable by the client to insure the managers’ and employees’ time is focused on
exactly what they need to do.
If applicable, each individual rating for competencies, goals or other measures may be
weighted and calculated as configured by you to provide a calculated performance score
recommendation that takes into effect and balances all dimensions of performance management
to assign the final rating.
Goal Management
Create a connection to link individual goals to organizational and company-wide objectives. Use
a shared goal library to enforce consistency in how goals are created. Design a real-time
feedback process in which managers capture performance information about accomplishments
and challenges every day. Through proactive goal management, you can recognize and record
accomplishments and identify performance issues that may require attention.
PeopleFluent Performance Management System goal setting and alignment lets organizations
align corporate goals that are priorities of the business to individuals, teams, divisions or
organization goals. Goal processes may be set up as part of an overall performance appraisal
process or independently.
Alignment capabilities allow for the option of either letting employees self-align to higher-
level goals, or letting organizations cascade and mandate goals, if preferred.
Goal results and progress are tracked over time to show progress toward completion.
For goals that tie directly to compensation, PeopleFluent Performance Management System
allows for a fully integrated connection to use performance ratings, goal results, and other talent
measures or outcomes to appropriately inform and influence associated salary and incentive
payouts.
For organizations that require additional reinforcement of objective criteria or want to simply
assist planning managers, PeopleFluent offers goal library capability that lets managers and
employees select goals and associated descriptions from a client-defined goal library.
360 / Multi-rater Feedback

3. Create a multi-dimensional view of employee performance. Gather feedback beyond a direct
manager, including team members, peers, and indirect managers in the performance review
process to receive valuable insights into how an individual is perceived, their overall strengths,
and potential areas for improvement.
All elements of the performance management form used for an appraisal may be repurposed for
either multi-rater, 360⁰, or ad-hoc assessment at any time during the year. Alternatively, new
assessment forms, measures and rating scales may be configured uniquely for these purposes.
Performance teams can configure and run a multi-rater process for a particular group of people
or for an individual and do so during a specified timeframe.
The solution provides assistance for employees to select and nominate reviewers. A workflow
communicates the status to the nominated person, the HR team and senior management, as
appropriate
When completed, assessment results – including both ratings and qualitative scores – may be
aggregated into a consolidated view for review by the employee, his or her manager and HR.
Talent Profiles
Collect important details about your workforce using talent profiles. Talent profiles are easily
accessible based on access rights and can help guide strategic talent planning. Internal mobility
and growth within an organization keeps workers engaged.
The Talent Profile serves as the talent management hub, capturing historical performance
management data for easy reference by employees, their current and future managers and HR.
You can search for specific skills and competencies within talent profiles and reduce the risk of
overlooking your best people when filling an open position.
performance management
Performance Management Analytics
View your performance management related information using interactive, drill-down reporting
and analytics. Review key information in reporting formats that help frame information in
formats that different audiences can easily understand, including supervisors who can use the
information to make decisions about their teams. Calibration capability arranges information
along an X/Y axis for additional analysis. Reports are modifiable including “field chooser”
capability that allows inclusion or exclusion of select data as needed. All reports are tied to the
solution’s security model showing individuals only what they are permitted to see by role.
Outcomes Measured through Visual Reporting and Analytics

4. PeopleFluent has a full set of reporting options (including Decision Views, SmartGrid, and
SmartChart technologies) that provide easy-to-access and easy-to understand reports that are
accessible by managers.
Continuous Performance Management – Journal and Recognition Board
For everyday performance assessment, coaching, and recognition, PeopleFluent offers a journal
and recognition board solution that provides a continuous dialogue of performance for employee
and manager. In addition, employees may recognize their peers through this capability, or record
their own day-today accomplishments.
Calibration Grids ("9-Box")
Data from multi-rater or other performance processes may be assembled in calibration grids,
which provide much more flexibility than standard “9-box” grids that measure only performance
and potential. PeopleFluent Performance Management System provides multiple analytic and
calibration tools to help managers best assess your talent.
Career Development Actions
Career Development actions track completion of proposed actions designed to support
employees’ career aspirations, improve current performance in a selected area, or attain new
skills for a planned future role.
Performance Statements
A print-ready performance statement is automatically generated for the employee and is
accessible as part of performance history, including through the employee’s Talent Profile.
==================
III. Performance appraisal methods
1.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
i. Employees are ranked according to their performance

5. levels.
ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method
i. The “whole man” is compared with another “whole man”
in this method. In practice, it is very difficult to compare
individuals possessing various individual traits.
ii. This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate
the possibility of snap judgements.
2. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages – Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages – Rater’s biases
3. Checklist method

6. Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages – economy, ease of administration, limited
training required, standardization. Disadvantages – Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings
4. Critical Incidents Method
The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages – Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages – Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.
5. Essay Method

7. In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage – It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages – It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
6. Behaviorally Anchored Rating Scales
statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages – helps overcome rating
errors. Disadvantages – Suffers from distortions
inherent in most rating techniques.
III. Other topics related to Performance appraisal software (pdf download)
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