| Q |
My position descriptions are not up to date,
can I still implement your Employee Review System? |
| A |
Yes, we are able to turn off the requirement for a full
position description. You are then able to turn on this
feature when you are ready to include it in the performance review. |
| Q |
I understand you provide full support for
a Competency Framework and Competency Reviews. We want
to do this later, can we turn it off to start with and
turn this feature on when we are ready to implement a
full Competency Framework and Review? |
| A |
Yes, we are able to turn off Competency Management and
turn it back on when you are ready for Competency Management during the staff review. |
| Q |
Will this system save us money and time? |
| A |
Both are most likely with an additional benefit of allowing the organisation to manage performance much better. Most of our clients previously ran
a manual system. This was extremely time intensive. We
reduce this time requirement. In addition to time, several
of our clients have saved real money by only paying bonuses
once they receive the completed employee review. With manual systems,
they often paid the bonuses when review forms were misplaced
only to find out later that the actual performance and
review did not merit the bonus payment. Also, by setting very specific KPI and KRA measures, key performance indicators become the objective measures by which bonus payments are confirmed. |
