Go Green with a Paperless Performance Management Process

Article / Human Resources

Go Green with a Paperless Performance Management Process
Elan , Strategy Consultant, United States

Manage the performance appraisal process and eliminate lot of paper work that is resulting from employee information and performance management.

Recently, I've been talking to a traditional company about their performance management process. It's a fast growing, focused company in the B2C segment. Customer excellence is critical for them and they want to make sure that their entire organization focuses on customer centricity. All the processes and people KRA’s are designed around customer excellence – What is my contribution towards making my customer happy. Excellent thoughts.
During this discussions, we also talked about how our product - Synergita - can save money for them (or) for that matter, any other organization – just on “cutting down the usage of paper”.
- Processes are designed around forms. You want to provide feedback – there is a structured evaluation form. Just fill it and submit. You need some help from your IT team on fixing your computer – fill out a support request form and submit it. So, forms are the key. Since Performance Appraisals become a record on an employee’s career, these forms get into employee personal file. Imagine – if the organization has 1000 employees and they go through paper based appraisals, you get several forms printed, re-printed, stored. Eventually, you need separate cabinet for storing employee files.
- Not just that – these print-outs are photo-copied, email out, spread across several desktops, etc. If you are going through a 360 degree feedback and assuming an average of 5 peer feedback, that leads to 5000 forms.
These are just couple of examples. On an average, in a performance management feedback cycle, an employee deals with:
- Manager’s Feedback form
- Peer feedback / matrix manager’s feedback form
- Recommendation form (for promotion, salary revision)
- Feedback report (ultimate report which gets compiled from the above)
- Appraisal letters (this itself is a separate process and huge work for HR to figure out how to structure the language between a “star performer” to “Improving Performer” to announcing promotions / role changes and salary changes.
Employee tend to take atleast 5 print-outs during the course of one appraisal. If you do 4 feedback cycles a year, then the problem (or opportunity for saving) quadrapules.
With Synergita, it is lot more easier to manage the process and eliminate lot of paper work that is resulting in employee information management and performance management. Go green and save on paper. Move towards paperless office.

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