Pros and cons of an intranet-based performance management system
compared to a paper-based system:
When employee appraisal software and online resources become more accessible and
cheap, you are more likely to find yourself running into them throughout your career as
a manager. Electronic performance evaluations i.e. intranet-based performance
systems have a range of pros and cons for both managers and employees, and
knowing some of the more common ones can help you make the best choice on which
one is right for your department or business.
It's important to decide what you expect from an employee assessment when you
consider using an intranet-based performance evaluation. When you are trying to
promote and rank one of your staff members, you will want more reliable results. If you
are doing a year-end analysis for an employee, you might want to make more personal
insights to solve problems or encourage development. Appraisals would involve a
supervisor who can objectively assess or rank the expertise, efficiency and work results
of an employee. They should also assess the communication and interpersonal skills.
An assessment will also provide recommendations for areas for change.
Intranet-based performance management system provide tools that managers can use
to assess employees based on a number of criteria and allow the consumer to rate
various categories using an objective framework. The systems may reside in the people
management office on a single computer or allow users to log in from their own devices,
with access terminated until the form has been filled out for privacy and protection. An
electronic performance assessment can be generated and distributed via email in its
most basic form.
Some common pros of intranet-based performance management system
Intranet-based performance management system encourage a organization to use one
ranking system for all personnel, bringing all the forms into a central database that
allows the company to rate or cross-reference individuals. They could be easier to fill
out than a paper form which may allow a human resources team member to have a
supervisor answer questions. The appraisals can be personalized by each client based
on the system, along with text boxes to leave descriptions and feedback for employees
and supervisors. Authorized staff can access this information 24/7 if the organization
uses a cloud-based storage system or maintains it on its website or server, if
appropriate. Supervisors may be less likely to be harsh and confrontational when
offering face-to - face performance evaluations, managers were more aggressive when
producing intranet-based digital appraisals. This ability to be more critical can give rise
to more truthful, thorough and useful evaluations.
Some common cons of intranet-based performance management system
intranet-based performance management system produces electronic performance
appraisals that are not personal, particularly when the person gets the results from a
supervisor on his computer without any face-to - face discussion. Without this personal
contact, a negative rating may sound much worse than the reviewer meant or, worse, a
serious issue might not reach across to an employee in that way. Electronic
performance evaluations leave a paper trail that can be subpoenaed if a complaint
occurs, and if company files are compromised, the resulting future data sharing may
lead to an infringement of privacy and establish liability for the company that managed
and maintained them.
Advantages and Disadvantages of different appraisal tools.
There are many appraisal tools available to modern managers such as Ranking, Paired
Comparison, Checklist, MBO, Forced Distribution, Confidential Report, Essay
Evaluation, Critical Incident, Performance Test etcetera and many more. All these
appraisal tools come with their own advantages and limitations.
Ranking Method
The ranking scheme allows the rater to rank the subordinates on the overall output. This
is literally putting a man in a rank order. Within this system an employee's rating in a
working group is achieved against another employee's.
Advantages
Individuals are ranked as per performance outputs
Easy to rank the worst as well as the best
Disadvantages
Hard to compare different individuals with different characteristics
Becomes difficult for a large number of employees
Speaks only of the level where the employee stands in a particular group
Cannot the potentiality of snap judgements
Forced Distribution Method
Under this technique supervisors gives a particular percentage of rates to particular
categories or percentiles.
Advantages
Eliminate Supervisors Bias
The issue of making use of different raters with different scales is eliminated
Disadvantage
Nevertheless, the drawback of using this approach in salary administration is
that it can lead to low morale, low efficiency and high absenteeism
Checklists
A large number of statements are provided in this system which describe a specific job.
Every statement has a value attached to it by weight or scale.
Advantages
Most frequently used
Easy to use
Disadvantages
Costly and time consuming
Difficult to assemble, weigh, and analyze statements about traits, contributions,
and behaviours
Critical Incident Techniques
Under this approach the manager draws up lists of descriptions about an employee's
very successful and unsuccessful behaviour. Such crucial incidents or events reflect
employees' or work 's extraordinary or bad behaviour.
Advantages
Offers an objective basis
Avoids recency bias
Disadvantages
Negative incidents are more noticeable
Requires close supervision that might irritate the personnel
Tendency to unload a series of complaints