Truth to be told you should implement the system only if it fits the local characteristics of the organization, the well-defined needs and future goals of the company; and also if you are thinking of the system from the beginning as an integral part of the whole management and HR system. This means, that when you are at the process planning stage, you shall take into consideration where the linking points with the other subsystems are and how you should deal with the challenges concerning compatibility.
If the above items have been checked and so your system is going to be built in with adequacy to its professional content too, then among others you should implement the EES system for the following:
It will become possible to:
- Determine accurately the areas to be developed and also the strengths of each employee / department / the whole organizational level
- Secure the basis for continuous development with monitoring and comparing the results of the company
- Subtract real input data through modifying correctly the KPI in order to ensure the growth of the organization
- Make objective organizational decisions (e.g.: promotion, modification of job description, reorganization, sanctions, incentive, remuneration)
- Develop and increase the mindfulness of the managers (creating the culture of taking responsibility)
Are you interested in the Employee Evaluation System?
Read more of our posts in this topic!
In the next post of our EES post-series we are going to explain one of the most important stages of any evaluation systems: how to make an objective evaluation?
In our most recent post of our EES post-series we are going to asnwer the question: how many evaluation systems are needed at one company.
In this post-series we will share our experiences regarding the implementation of the Employee Evaluation System.