ePDR
Performance management should be seen as a positive process that benefits both the organisation and its staff and underpins a culture where success is acknowledged. However, poor performance will exist and undermine that culture. Key to performance management is realistic objective setting, identifying poor management and maximising the return on investment for staff development.
Paper based and generic software based PDR may have inherent weaknesses. The paper process is difficult to audit and report on and provides a less than transparent process behind which poor practice is difficult to identify. Generic PDR, supplied as a module of a larger HR system may not provide the flexibility to meet the Organisation's preferred processes. The desired process then changes to meet the constraints of the software.
Built around configurable sections, each of these may be displayed or hidden as required to provide a wide range of functionality that includes:- Sector skills or organisational framework
- Improved manager - employee engagement
- Role profile building
- Mandatory training and auto refresher date reminders
- Attendance management reporting
- E learning interfaces
- Formal and informal personal development records
- Links to training resource and courses
- Self assessment
- Objective setting and management
- Core responsibilities
- Occupational competence
- Work based assessment
- Management reporting