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The performance appraisal process can be taxing to implement in any organization. Maybe you’re still passing paper appraisals around the office or maybe you’ve taken it up a step and are using Excel spreadsheets. Either way, seeing the process through from beginning to end can be quite a consuming job for managers and HR professionals. The right type of performance appraisal software can make this activity much easier. So how can employee appraisal softwaremake your life easier? We’ll look at five ways.

It has been just recently that I have realized the importance of documenting employee performance throughout the performance review period and setting performance standards and expectations. I have been in HR and payroll management, consulting, and sales for the past 25+ years. Currently I work with performance management software in the development of the software and providing demonstrations and webinars on performance management. I have read books and articles and talked with HRmanagers about performance management and the importance of...

Despite the positive tone that managers will bring to the performance evaluations, there will occasionally be difficult situations. Maybe you have to review poorly performing workers, deal with insubordinate employees, or overcome personal conflicts. There are three key points for managers to remember when dealing with difficult situations.

Over the years, I have worked for companies who promote performance appraisals and those who don’t. I have had to give performance appraisals and have been on the receiving end of them.

You can design performance appraisal templates that provide the best review for individuals and their job functions. LightWork allows you to design performance review forms that meet all the requirements for good evaluations. These are:

There are several important things that must happen after the performance appraisal is giv­en. When done, these actions will simplify the next performance appraisal process.

There are two schools of thought on review dates. The first school believes that employees should be reviewed on a yearly basis, at the anniversary of their employment. This method staggers the reviews of employees over the course of any given year. The second school believes that employees should all be reviewed once per year, at the same time, regardless of when they joined the organization.