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The HR Industry is switching from paper to digital performance appraisal models – here are 7 reasons why.
We all know the value of Performance Appraisals. They help teams and their managers understand each others goals and needs and drive productivity. They are a stock take of what is arguably a company’s most important assets – its people.
Carefully crafted questions are designed to uncover any potential issues and threats whilst identifying areas in which employees might be able to flourish. Unfortunately, these are all too often filed away and forgotten until the next year, and the valuable insights gained by this process are wasted.
The trend towards digital Performance Appraisals is growing, and here are 7 reasons so many HR Managers are making the switch.
1 › Improved engagement & participation
Existing clients have consistently reported a significant increase in employee participation in the appraisal system once the change from paper to pixels has been made. Furthermore, the quality of engagement with the process is vastly improved.
2 › Trend identification & analysis
Big data is steadily growing, as well as the means to analyse and interpret previously unmanageable amounts of live information. A digital system provides information which inbuilt algorithms can interpret into meaningful reports, identifying trends as they emerge.
In a paper based system, these may not be noticed until it is too late to act on them.
3 › Real time, immediate access from anywhere
Processes such as home entertainment, banking and shopping are being driven online by an expectation of immediate access anytime anywhere.
An online performance appraisal system is available 24 hours a day. Such access allows simultaneous interaction by all stakeholders. Each interaction is recorded and the entire process is auditable.
Unlike a paper based system, some online Performance Appraisal systems can be initiated by either party and are not dependant on roles.
4 › Time & Cost Efficient
Paper based systems are inefficient and costly. Time and wages spent creating and retrieving files, and the physical footprint these systems occupy are not often considered. An online system however occupies no space and returns results filtered instantly, freeing up valuable time and resources.
5 › Dynamic Individual Employee Profiles
Digital profiles are dynamic, updating automatically whenever a user interacts with the system. This means that all info within a user profile is up to date and consistent at all times.
б › Customisable & expandable templates
Not all businesses are the same, and a well designed digital system allows for customisation. An intuitive drag and drop editor allows for quick and easy access to templates to which ‘Role Specific’ sections can be added or subtracted, creating highly personalised and relevant documents.
This tight focus yields more valuable insights into specific employee performance, goals and objectives.
7 › Storage space
Today’s digital data systems are mostly stored virtually and safely off-site.
This means that less physical space is monopolised, but even more importantly they are safe from harm. Mercury stores all customer data in state-of-the-art data storage facilities within Australia with multiple fail safes, ensuring that data remains safe and accessible.
Mercury Performance offers a robust digital platform which integrates seamlessly with the Mercury HR Platform or with existing infrastructure, to deliver a state-of-the-art Digital Performance Appraisal System.
Contact us today to discuss how Mercury can help bring your
Performance Management process in line with current HR trends.
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