| One lesson Spencer's learned from the first year of | | | | - Clean and clear records-HR now has a signed |
| using TotalPerformance is that even though Visual | | | | evaluation for every single employee included in the |
| Profiler makes the rating process fast and easy, it's | | | | performance review process |
| best not to include too large a number of | | | | - Ability to monitor the evaluation process within |
| competencies to be rated. According to Margolin, "We | | | | departments-managers and HR can see exactly what |
| were so excited about drag-and-drop that we included | | | | stage of the process each employee is in atany given |
| a very large number of competencies to be rated | | | | time |
| more than 20. SumTotal had recommended that we | | | | - HR spends significantly less time handling questions |
| use fewer competencies. In retrospect we realized | | | | from employees and guiding the evaluation process |
| there were just too many, and that is a change we | | | | - Management has concrete and accurate |
| have made." | | | | performance evaluation data |
| Improvements over the prior system include: | | | | Read more... |