Performance Appraisal Software

Performance appraisal software is a solution that helps companies organise, document and follow-up on employee goals and growth. Moreover, it is a way to both set, track and determine whether goals have been achieved.

As a general concept, performance reviews are important because it is like taking the pulse of each and every employee, as well as the organisation at large. When you conduct each performance review, you can understand if employees are succeeding or struggling.

Read our complete guide to performance appraisals by clicking here.

At the same time, it is important to think about this process holistically. Not only whether employees are hitting targets, but if their satisfaction is going up or down as a result, and whether the process of reviewing them is also satisfactory.

Arguably, performance management is an HR task. They are the ones who need to think about how it is developed, who need to be using it and for what purposes. When it comes to designing the framework, it rests on them. 

That said, both HR and leaders have a role to play in actually executing a performance review. This is why performance appraisal software can often be so crucial, as it allows for a consistent experience for every leader.

Then, expanding our scope even further, we can think of performance appraisal software being used by executive leadership to drive change in the business, in general. This would typically be brought to the table by an empowered HR function, which proper performance appraisal software can facilitate.

By using an HR software like Personio, you can develop your own performance reviews using staff appraisal forms and performance review templates to define target agreements with your employees.

This also includes:

Using digital notes for recording specific events between reviews.

Taking targets reached and bonuses and automatically moving them to payroll.

Download our free performance review template by clicking here. 

Personio provides three types of defined indicators for performance reviews:

• Binary indicators with two defined options, for example, ‘CPD event attended’ – yes or no

• Quantitative indicators, i.e. directly measurable indicators such as sales targets

• Qualitative indicators, i.e. not directly measurable indicators such as employee satisfaction

You are free to define whether and to what extent each KPI affects the bonus calculation for the selected period. You can enter bonuses manually in the employee profile, or have them calculated automatically, based on the extent to which the targets defined in the performance section have been reached.

Once you have standardised your performance reviews, every subsequent staff appraisal will take far less time. At the same time, you’ll be able to build up a consistent and sustainable library of data to use for reports on employee performance.

This way, your HR team is empowered to understand how employees are developing across the organisation. You have all of the data you need on hand, with the reporting to match. This ensures that your employees are developing, succeeding and sticking around for longer.