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Topic : Performance Management
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Should appraisal be automated?

Created by : manjari jha, Soft Skills Trainer, IKC-IHTM  | 12 08 2009 06:19:33 +0000
Industry : Human Resources (HR) ConsultingFunctional Area : Performance Management(People Management)
Keywords : performance appraisal automated performance appraisal
Activity:  528 views;  last activity : 07 06 2010 20:18:09 +0000

Who doesn’t want more engaged employees all year long, less time and cost to manage appraisals and forms of appraisal to withstand legal scrutiny? Performance appraisal rates the employees in terms of their performance.  Managers can get valuable information from employees to help them make employee's jobs more productive. Work units and organizations can identify problems that interfere with everyone's work.

Do you think, it should be automated?

  
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Top Argument
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We have to accept change at some point in time. Manual appraisals will sooner than later be replaced by automated appraisals.  Want to share this with you .

Automate Performance Management Process

Performance appraisals - No longer manual, no longer annual.

Performance Management solutions from SumTotal help organizations save considerable time automating performance appraisals, career & succession planning, organizational goals, and compensation analysis.  Replacing cumbersome processes with automated performance management systems provide many benefits:

  • Performance Appraisals: No longer manual. No longer annual.  Is your process annual because it’s manual?  Many SumTotal customers have found they are now able to conduct enterprise-wide performance appraisal cycles much more frequently with the automated web-based system.
  • Better data.  Better performance.  Manual home-grown or traditional paper-based performance management processes usually dump hours of hard work into an isolated form that remains locked in filing cabinet.  The best ROI from a performance management system comes with access to actionable data that helps you develop, maintain, and promote key employees.
  • Give managers the tools to manage better.  The easier your organization can make the performance appraisal process, the more you are equipping managers with the tools to effective engage your workforce, fill skills gaps, and fulfill your promise to develop individuals.
  • Ensure performance appraisal consistency and standards.  Employees’ performance reviews should reflect their true performance and not be subjected to their manager’s way of rating.  By implementing a web-based performance appraisal system across your organization with workflows based on industry best-practices, your organization can ensure all employees are measured under the same process and criteria.
  • Better quality feedback leads to better performance.  SumTotal’s employee performance management solutions provide easy-to-use tools and workflows that have been developed from the best-practices of thousands of organizations.  With tools like comment assistance, spell check, and Legal Minder™, managers not only save time but provide better reviews.

http://www.sumtotalsystems.com/solutions/performance-appraisal.html
By Devi Kaladeen, Audit Manager, Health Sector Development Unit  12 16 2009 04:07:48 +0000
 
Top Argument
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The manifold list of tools and technique used for appraisal comprises ‘automated system’ which saves a lot of time and is much more hassle free than MBO, BSC etc. A lot of employees as well as employers feel that appraisal is just waste of time, without realizing that appraisal gives them the chance to improve, develop and encouragement.

I feel that a thing like performance appraisal, which involves interpersonal activities, where review discussion is important should not be automated.
By manjari jha, Soft Skills Trainer, IKC-IHTM  12 08 2009 06:19:33 +0000
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In many organizations, appraisals and wage increases are no longer connected. This takes the incentive to truly read and "grade" away from the appraiser.  Automating the process streamlines the process and gives the individual a better chance of having it completed versus having an empty file.
By Preacher , collector  | 12 24 2009 16:09:38 +0000
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Hey Devi, thats a good amount of detailing...thanks so much. Totally agree with you.
By Alka Thakur, Technical Support Manager, Vendio Services and a freelance German Translator  | 12 16 2009 07:11:52 +0000
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Devi..replied in detail.agree with you.
By Nitin M Aras, Head/VP/GM-Tech. Support, ODTIN Food Solutions Pvt Ltd  | 12 16 2009 05:41:56 +0000
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Its should be doen ASAP to have much better results..
By KUMAR SAURABH JHA, Manager-HR & Admin  | 12 10 2009 03:50:12 +0000
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Yes, they should be automated. By automating, the process won't be seeking any extra effort and output will also come better.
By Gargi Sinha, Senior Consultant, Hewitt Associates  | 12 08 2009 14:28:37 +0000
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I donot accept...appraisal as judgement for employees feature and demand .So, appraisal should refer only by human.


By kandavel , Engineer-Production, Swaminathan Enterprises Pvt Ltd  | 04 10 2010 17:09:55 +0000
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Though there are many advantages of doing it, we cannot disregard the disadvantages of automating the appraisal system.  Organizations where HR strength is at manageable levels can continue doing manual appraisal with direct feedback delivery (which is very relevant in motivating and encouraging an employee) whereas such appraisals may not work as perfectly as the other in companies with high HR strength. In the manual appraisal, the Manager puts across the final recommendation to the Top Management after effecting the necessary modifications to his rating on the subordinates’ performance based on his face to face interaction with the subordinate if he finds that his perception was wrong and accordingly the report calls for a change (applies to a receptive, unprejudiced Manager). Automated system cannot fully complement manual appraisal machinery instead a combination of both can deliver good results.  A system whereby superior - subordinate direct interaction is followed by data entry to the centralized HR data pool can be considered however supporting any mode of Appraisals, including Self Appraisal and 360 degree feedback.  
By Resmi Maxim, GENERAL MANAGER - OPERATIONS, SI PROPERTY (KERALA) PVT.LTD.,  | 12 16 2009 09:27:29 +0000
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Absolutely not. It would be strange if not worse if humans were rated by a automated "AI"! Apart from this, it would be impossible to value the appraisal if not human. I believe we only give value to it if done by a human. Think about it - hate or like of the appraisal is only possible if done by a human - the appraisees think to change only if there is a person saying it is needed. If a AI says that ... it will be met with nonchalance. But I agree that the systems should be very automated as a DSS ... data collection, reporting and presentation, so the appraisal can take all factors into consideration without "forgetting" unknowingly.
By Kannan , Project Management Consultant  | 12 16 2009 02:47:29 +0000
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I too agree with manjari here, and automation is not the key to get things fast, its how you get things done in a correct manner, and appraisals which are done requires a personal touch to it and by automating these things we are making automation a part of everything where every thing he gets a bit complicated. So a strong no from my side.


By Darshana Sawant, HR Manager, Leading IT services company  | 12 10 2009 06:44:34 +0000
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