Features & Benefits |
| Feature |
|
Benefit |
| |
| Designed with the latest Microsoft ASP.NET
software technology. |
|
Dramatically improves system performance,
capacity, scalability, and reliability compared to
otherprogramming software. |
| |
| Operates on Corporate Intranets or over
the Internet as a hosted ASP application |
|
Provides access from anywhere in the
world via your PC Web Browser (any kind); even from
your home PC or laptop (24/7/365 access; 99.99% guaranteed
uptime). |
| |
| Secured by 128 bit SSL Encryption |
|
Secures data communication over the web.
Data sent via an SSL connection is protected by encryption,
a mechanism that prevents eavesdropping and tampering
with any transmitted data. |
| |
| Handles from only 20 to many thousands
of employees, covering all staff and managerial levels,
at multiple worldwide locations. |
|
Being fully scalable, there is no limit
as to the number of employees an organization may
have on the system - now or in future. This is one
of the biggest advantages of Performance Advantage™;
having being designed with ASP.NET technology. |
| |
| Competitively priced, especially considering
its diverse and unique functionalities. |
|
Many Appraisal System Vendors will not
sell their system to organizations having under a
certain minimum number of staff members (typically
200 to 300 minimum). Or otherwise their pricing is
so prohibitive that it puts it out of reach of most
organizations.
Not so with Performance Advantage™. Our pricing
model makes it affordable for companies with as
few as 20 employees. |
| |
| Performance Advantage™ accommodates
the following Performance Cycle alternatives: 1, 2,
3, 4, 6 or 12-monthly performance appraisals, as well
as employee anniversary-based. |
|
You are not limited to any system-prescribed
performance management cycle. You can also change
this cycle as necessary. |
| |
| Handles both individual performers and
teams. |
|
Team objectives/targets can be set and
measured as you would for individuals. Performance
Advantage™ handles both. |
| |
| Accommodates any kind of Performance
Measure such as Goals/Objectives, Key Performance
Indicators (KPI's), and Competencies. |
|
Many online appraisal systems limit Performance
Measures to Competencies only. With Performance Advantage™
there are no restrictions as to the kind of Performance
Measures you wish to use - you can even use a mixture. |
| |
| Performance Measures can be weighted
according to their importance and priority. |
|
The Performance Measures of a specific
position cannot all be equally important. With Performance
Advantage™ you can prescribe their individual
importance weights in relation to each other. |
| |
| Handy Calculators are included to aid
many different KPI performance level calculations. |
|
These facilitate the easy calculation
of sub-scales in pre-agreed Rating Scales, which would
otherwise be very cumbersome to work out. |
| |
| Organizations can create a Centralized
Appraisal Template Database (for all job categories
in the organization). |
|
This facilitates the easy creation of
Performance Agreements with position-specific Goals/Objectives,
KPI's, and/or Competencies. Templates get uploaded
for individual employees at the click of a mouse,
and then customized if necessary to provide for local
circumstances and individual requirements. They can
also be locked to prevent editing by managers once
downloaded.
This unique functionality of Performance Advantage™
ensures the standardization of Performance Requirements
for the same Job Category/Title throughout the organization,
prevents the reinvention of the wheel wherever a
position is duplicated, saves eons of time, and
ensures a fairer performance management dispensation. |
| |
| Numerous Generic Competencies are available
in a central system library to select from and auto-upload
into Performance Agreements, or when creating Agreement
Templates.
Organizations can also create their own Corporate
Competency Library for in-house use. |
|
The concept of Competencies can be daunting
for many organizations. Performance Advantage™
has numerous Generic Competencies to select from and
auto-download into Performance Agreements - based
on the requirements of each position.
Larger organizations frequently have their own
Competency Frameworks. These can be uploaded into
Performance Advantage™ for easy click-selection
by their in-house users. |
| |
| Four Rating Keys are available (2, 3
and 5-point versions), plus client organizations can
design additional versions to their own liking. All
can be used during appraisals, depending on the specific
Performance Measure under consideration. |
|
Facilitates easy rating of Actual Performance
against Agreed Performance Measures and Standards/Targets.
The rating option: “'Competent'” and “'Not
Yet Competent'” is also included. (The rating
of performance can also be excluded should clients
so wish). |
| |
| Powerful Multirater Functionality. |
|
Other managers, supervisors and team
leaders an employee has worked with during a performance
period, can be invited to provide online feedback
to the employee. The results are output as averaged
ratings and combined narrative feedback per measure,
automatically presented on one report page - with
graphs (while the individual appraisal results can
also be viewed). |
| |
| Automatically calculates an overall Performance
Percentage for each staff member. |
|
This functionality can be used to provide
crucial input for calculating performance-based salary
increases, incentives and bonuses, in a fair and transparent
way. This also enables HR and Line to compare employees'
performance, especially those from the same job category.
Star performers can thus be easily identified for
appropriate reward and other kinds of recognition. |
| |
| Exports employee performance percentages
to a spreadsheet. |
|
Facilitates easy performance-based remuneration
calculations (if required). |
| |
| Compares team members' performance in
numerous ways by means of barcharts in 'ChartDirector'. |
|
Barcharts provide a visual and easily
grasped means of comparing staff members' performance,
clearly highlighting the differences in their performance,
and who your star performers are. ChartDirector Software
forms part of the Performance Advantage™ System,
so clients do not need to purchase and install this
themselves. |
| |
| Appraisors (line managers) and Appraisees
(all levels) can log (typed text) evidence of performance
onto the system at any time.
This feature can be optionally disabled by the
Corporate System Administrator. |
|
This is the solution to potential differences
in opinion as to what has actually happened during
a performance period. By entering evidence of actual
performance (positive and negative) in this way, both
parties do not have to rely on their memories that
much as to what the jobholder has achieved over the
performance period. |
| |
| Any number of Performance Advantage™
System Administrators can be appointed. System Administrators
are typically Human Resources staff, but can also
be any other selected individual/s such as PA's or
administrative personnel. No special skills are required
to manage the system, and detailed help files and
tutorials are available by mouse-click. |
|
Larger organizations should typically
appoint a Corporate (Master) System Administrator,
and a Divisional System Administrator for each division
(or region/branch/location). This way the burden of
monitoring appraisals does not fall on one person
only, but gets shared logically as dictated by the
organization structure or its geographical spread
- even internationally.
Divisional System Administrators are only allowed
to see and manage the employee and appraisal records
of those units, branches, regions, or locations
that were assigned to them in the system. |
| |
| Email reminders are sent automatically
to inform line managers and staff of appraisal deadlines.
System Administrators can also send bulk emails
to all or selected staff groupings to give relevant
appraisal instructions instantly, at any time. |
|
System Administrators have the ability
to program the system to send pre-written emails to
selected in-house audiences (even the whole organization),
at predetermined times prior to appraisal deadlines.
This way line and staff are prompted/notified as needed
to continue progressing with the appraisal process.
ADDITIONAL USE OF THIS SYSTEM FUNCTION: Use this
system feature for all other corporate mass email
communications as well, even unrelated to appraisals!
You can select/filter the in-house recipients of
bulk emails in the following ways: entire Organization,
Divisions, Departments, Sections, or Locations. |
| |
| Easy monitoring (by means of the system's
unique 'Appraisal Manager' function) of the status
of appraisals -- by the appointed in-house System
Administrator/s and Appraisors. |
|
System Administrators have a Corporate
or Division-wide view (on one web page, called the
'Appraisal Manager') of exactly what the status of
all appraisals in the organization is: which were
completed when, and which are still outstanding by
whom, and the performance percentages achieved. From
this Appraisal Manager they can also send email reminders
to those people who are lagging behind.
Line managers (Appraisors) have a similar Appraisal
Manager to monitor the status of appraisals in their
own teams. |
| |
| Appraisals include a Performance Improvement
Plan (with earmarked Training and Development) for
each employee. |
|
No appraisal should end without a discussion
and written Action Plan as to how Line Managers can
assist their direct reports in performing their jobs
better, and how the latter can improve their own performance
- plus any training and development they could benefit
from.
This is probably the most important part of an
appraisal: namely how to use lessons learnt over
the previous performance period to improve performance
in the next. This philosophy and practice will lead
to a truly continuously improving and 'Learning
Organization'. |
| |
| Detailed records of all previous appraisals
are stored in a click-accessible archiving system
(lifetime archiving, i.e. records get never deleted). |
|
This is useful in tracking performance
progress over time, and the history of past Performance
Measures, Ratings, Percentages, and Training &
Development.
It is, naturally, legally crucial to have a documentary
audit trail of someone's poor performance. Without
this it will be difficult to dismiss employees based
on persistent poor performance. |
| |
| There are three system interfaces: System
Administrator (Corporate and any number of Divisional),
Appraisor, and Appraisee, each with specified System
Access Rights. |
|
Users log in with their own User ID's
and Passwords to ensure sufficient security and privacy.
Each type of user only sees what are relevant to them
and what they are allowed according to their set system
access privileges. |
| |
| Creates graphical reports by filtering
any combination of Job Title, Appraisor, Appraisee,
Team, Unit, Location and Performance Measure. |
|
Graphical presentation of Ratings and
Performance Percentages make staff performance comparisons
real easy.
Performance Advantage™ also allows you to
identify the poorest performers in any performance
measure (e.g. the Competency "Leadership",
or the KPI "Sales") so that such people
can be targeted for needs-based training, development
and coaching interventions. |
| |
| Rich content includes detailed User Guides,
Tutorials and Help Files to get users (all staff members)
up to speed with Performance Management and Appraisals
in no time at all. |
|
No need for special 'classroom' training,
providing that users spend some productive time and
effort learning the system through the user-friendly
User Guides, Tutorials and Help Files provided. Add
to this our unlimited free email, online and telephone
support as per the Client License Agreement.. |
| |
| As part of the system setup, System Administrators
create the entire organization hierarchical structure
online in the system, along with User Files for all
employees, containing their details such as: name,
job title, start date, unit, location, work address,
telephone number/s and email address. |
|
This functionality is extremely useful
in logically setting up the system for the organization,
and for targeted filtering (record searching) and
reporting.
ADDITIONAL USE OF THIS SYSTEM FUNCTION: All users
can view the organization structure, and who works
where, in a 'Contact Manager' feature. Everybody
can also view the non-confidential details of all
staff members in the organization, such as their
names, job titles, units, locations, work addresses,
and telephone numbers - plus have the ability to
send emails to anyone by merely clicking on a link
next to a person's name. Imagine what this amazing
feature could mean for your general corporate communication
and productivity! This is equivalent to having an
electronic staff directory on tap from anywhere
in the world. |
| |
| Job/Role Description Functionality |
|
Create all your Job/Role Descriptions
within Performance Advantage™, and give online
access to it so managers can view those of their direct
and indirect reports, and staff members can view their
own (by mere mouse-click).
As you update/edit your Job Descriptions centrally,
everybody has instant access to the latest versions. |
| |
| Scans all entries by Appraisors with
a Language-Sensitivity Filter/Checker. |
|
The Corporate System Administrator enters
inappropriate, non-compliant, and other insensitive
words and phrases into a system filter to disallow
their use by Appraisors. |
| |
| Linkage/interfacing with any HRIS / HRMS
System is possible, i.e. employee data can be imported
from existing Personnel/HR Information Systems (additional
setup fee applies).
Alternatively, the system’s Excel/CSV Bulk
User Importing Functionality can be used. |
|
Fast upload (and maintenance/updating)
of employee data. |
