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Performance appraisal management is typically called performance appraisal or “performance appraisal”. It applies a spread of scientific qualitative and quantitative methods to the work undertaken by each employee within the enterprise, the particular effect of the employee’s behavior and its contribution or value to the enterprise Conduct assessment and evaluation. it’s a crucial content of enterprise personnel management , and it’s also one among the powerful means of enterprise management. the aim of performance appraisal is to enhance the efficiency of every individual through appraisal, and ultimately achieve the goals of the enterprise.

Software roleedit
Job planning

Establish standardized job management , management agencies, job changes, department mergers, etc., to realize convenient and quick statistics and inquiries about job information.
Performance management software
Performance management software (3 photos)
Organization management: to determine organization management, you’ll found out the basis organization and sub-organizations for every organization, and every organization can set the amount of individuals ; each department can set the amount of people, and you’ll see the amount of individuals on duty and therefore the number of over-numbered people in each department.
Post management: Establish post management, like post settings (add or delete certain post names for every department), post assignments (set the planned number of individuals for every post).
Position query: Provide convenient and quick query, you’ll query detailed position information consistent with different conditions, you’ll set the amount of data displayed on each page, and at an equivalent time, you’ll export the found data in Excel file format.
Department Merger: Organizations and departments are often merged, and therefore the employee information of the merged department are often changed to a replacement department.
Basic settings: you’ll add some necessary job categories, or delete some unnecessary job categories.

Personnel management
Establish personnel information files, manage basic information and alter information of varied personnel, realize convenient and quick statistics and query of personnel information, and complete various personnel management accounts.
In-service personnel management: complete personnel file information, which may be customized to feature information fields consistent with needs; personnel’s birth year, month, and age are automatically calculated consistent with the ID number; support for query and filtering of complex conditions, and therefore the query results are often generated in an Excel report and saved to the report the middle is for leaders to question or export on to Excel files.
The personnel file automatically connects the historical records of the workers from entering the unit to leaving the corporate , including salary changes, department changes, position changes, rewards and punishments, training records, contract records, performance appraisal records, etc., and a subset of data are often customized as required .
Resigned personnel management: manage the files of resigned personnel, and may query and generate reports; employees who re-enter the unit are often directly “reinstated” to avoid repeated input of file data.
Employee change management: manage the changes of employees within the unit, including trial conversion, job change, salary change, reward and punishment registration, resignation, etc., and may generate related reports.
Subset management: classified management defines the subset information, can import data in batches, can query consistent with different keywords, and export the query results.
Statistical reports: The system can automatically generate a spread of statistics and analysis reports by setting conditions, like personnel structure, personnel flow, age analysis, educational background ratio, male to female ratio, service life statistics, etc.
Basic settings: management field customization, subset customization; resetting the sorting of the personnel file list; setting the reminder for the workers during the trial period; defining the printing format of the worker resume; defining the calculation method of working age; defining other parameters, like legal status , birthplace, Nationalities then on.

Attendance management
Set attendance shifts, establish employee attendance shifts, enter (or import) attendance data, automatically calculate employee attendance results supported attendance shifts, generate attendance statistical reports, and supply relevant data for salary calculations.
Shift management: you’ll set multiple versions, each shift allows up to three shifts (two normal shifts and one overtime shift), and every shift can have a special calculation method for being late. Support shifting by department and shifting by individual.
Attendance management: Import attendance clock data, support manual input, Excel file import and TXT file import. Generate attendance details, and supplement the clock-in data for missed clock-in situations.
Leave management: register and review employee leave, and query leave records consistent with various conditions.
Overtime management: Register and review employee overtime applications, and you’ll check the overtime status at any time.
Business trip management: register and review employee business trips.
Attendance statistics: supported attendance details and other data, classify and count attendance, leave, and overtime, and therefore the statistical results are often cited as salary calculations.
Statistical report: By setting conditions, it can dynamically generate the specified check-in record report, leave record report, overtime record report, business travel report, etc.
Basic settings: set attendance rules, holidays, employee card number binding, and import attendance format , etc.

Performance management system
(1) Scientific and simple: it’s a strong index library for various industries and positions, which may be directly employed by enterprises and may be completely customized consistent with the particular situation of the enterprise.
(2) The character are often quantified: offer you clear and quantitative criteria for assessment, and realize the quantifiable assessment of behavior and character.
(3) Networking: Realize remote, cross-regional and full coverage.
(4) Performance interaction: evaluation and comments, text messaging, performance interviews, performance improvement to realize performance interaction between subordinates and subordinates.
(5) Performance analysis: Excellent performance statistics function, analyzes the work status diagram of employees, and may propose learning growth plans at an equivalent time.

Enterprise Performance Management
corporate performance management software

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