In last week’s blog, we took a look at five key things to look for in an automated solution, including the ability to execute flexible reports and analysis.
This week I’d like to elaborate on said capabilities because let’s face it; it’s next to impossible to do any sort of organized and consistent reporting with a manual process, and if you can, it’s likely to be time-consuming and ineffective!
Not to sound like a broken record but if you can’t easily report on results then why bother? Ask yourself this: when it comes down to crunch time and management wants to see results from this year’s appraisal process, and fast, what do you do?
Is that data readily available at your fingertips? Or do you have to go looking for it through a mound of paperwork? Do you dedicate multiple resources to pull it together and create the reports manually? That could days or even weeks!
An automated solution not only takes the stress and hassle out of this crucial step in the appraisal process, it also gives you the ability to effectively report and analyze your employee data both during and post-review time. Consider the following.
When it comes down to reporting and analysis, an automated system should:
• Come loaded with a selection of pre-defined, web-based reports as well as the ability to create flexible, ad hoc reports. Depending on the needs of your organization, you should have the option to select from a list or set-up your own reports in a way that is valuable to your business.
• Give you access to real-time reports that allow you to pull up-to-the-minute results and keep management informed on where people are in the process at all times (see example below).
• Allow you to save and export your reports in a variety of different formats (.pdf, excel, etc).
• Allow end users to automatically receive reports on a scheduled basis via email
Reporting and analysis can help you determine:
• Which managers have a tendency to rate either too high or too low
• Who your top performers and high potentials are
• How many people are contributing to the overall goals of the organization
• What they’re doing as individuals to support those goals
• Who is above and below average in terms of performance
• Results between divisions, departments and positions
• Year over year employee performance trends and rating changes
Overall, the power to report on performance review data will give you greater insight into your talent pool and the information you need to better your business, and help run a smoother, tighter ship!
For more information on analytical reporting click here.
Written by Tania Richman