There are usually many questions during the performance
appraisal process. There are expectations from both the employer and the
employee. A recent news item highlighted the need to curb attrition after the
performance appraisal ( http://economictimes.indiatimes.com/news/news-by-industry/jobs/why-after-appraisals-curbing-attrition-becomes-hr-priority/articleshow/12439200.cms
).
One of the best practices that can be used during
performance appraisal is a science based assessment of candidates against job
requirements. The job assessment is done by the manager and the incumbent. This
allows the desired expectations to be clear for both the manager and the person
doing the job. Brining clarity about job expectations helps the manager have a
better dialogue with the employee on gaps and areas of improvement.
A recent research has
shown that best companies integrate employee and job data in different talent
processes. The research (©2011 Aberdeen
Research) shows that the Best companies are
- 85% more likely to be able to correlate
post-hire assessment results to ongoing performance
- 42% more likely to be able to tie ongoing
performance back to pre-hire assessments than all other companies
It is interesting to note the level of importance that is
being given to assessment data in these companies.
The chart below clearly shows the difference between the
best companies and the average ones. As you can see again the best companies
(and PI clients) make use of data driven insights to manage performance.