Technology saves you a lot of time. There is no need to wait for response or feedback overnight. Unlike in the past, you can access the system any time if you have forgotten to bring certain important documents from home. Technology lets you access all the information from a single storage place and share with your colleagues. With technology, you can save time and allow for more time to grow your business.

Here is the breakdown of how technology saves your time.

Appraisal forms that the manager uploads to the system can be shares with all employees. Alternatively, the manager can select the employees to evaluate by sending an email to them. Appraisal results gathered from employees are stored online. Managers can easily generate real-time reports and analyze data. You do not need to consolidate the results manually to produce a report. The report is readily available on a click, so you can quickly see a breakdown in the visual reports. You can even export appraisal reports to excel for meeting and discussion purposes easily.

Web-based solution/Cloud Hosting/Internet
Appraisal results and information are backed up/stored in the cloud-base system. You do not have to manually search through thousands of files to obtain employee information. You can easily access to your employee appraisal’s information by pressing some keys and the information can be shared instantly.

Employees can do away with pen and paper filling of forms when the forms are stored in the shared location. Evaluation forms are in web-based form builder with predefined templates. Employees can create and submit the form via web-based Staff performance appraisal system.

Employees can update their performance appraisal when they are out of office. All appraisal forms are stored online and syncs with your mobile device and desktop. You do not have to go back and forth to access your performance appraisal information. You can access using the mobile or tablet device anywhere you go.

Click here to check how Smarter Appraisal can help you manage your Appraisal process.

It is easy to maintain day-to-day activities in the early stage of your business. But once your business grows, you will need to think about long term strategic planning. This is especially so if you take on more staff and departments in your organization.

Today’s competitive manufacturing environment requires continuous improvement in productivity, quality and efficiency. There is a need to look towards automation to improve on your manufacturing and human resource needs. Smarter Appraisal helps you implement the best-practice performance review that drives employee performance, development, engagement and retention.

Organization Alignment
Automated performance appraisal allows you to track organizational and departmental goals and make them easily accessible to employees. The system allows monitoring progress on goals, making sure you have the right talent supporting your organization. This process ensures that employees in your organisation sets and achieves effective goals.

Benefits: Increase employee engagement, drive higher performance

Goals Settings

Create Goals

Clarifying role and expectations
Everyone has assigned duties on their job. But not all employees can get clear output from their duties. Competencies/job skills describe how work should be done by employees. This process provides clarity of the expectations, responsibilities and functions to be performed by the employees.

Benefits: improving the efficiency of recruitment process, develop the skills you need in current workforce and accurate measurement of employee’s job performance.

Competency List

Score comparison

Training and development needs
Manufacturing industry requires highly-specialized skills and experienced employees. By setting goals for employees and communicating required competencies, Smarter Appraisal allows managers to better identify performance, build high-performing and skilled workforce required. Automating your employee evaluation process allows you to identify critical skill gaps between current performance and desired performance.

Benefits: identify your high potential employees, retain your top employees and increase chances of promotion.

Gap Analysis

Top performer

Every industry faces unique challenges in performance appraisal. Finding and retaining the right skills of a good employee is a challenge. It will continue to be a burden to the manufacturing industry. To optimize the efficiency of your manufacturing process, you have to optimize the quality of your employees. Performance appraisal system is one of the solutions to automation and optimizing your employee performance appraisal process.

Take the first step and start building your workforce today with Smarter Appraisal.

After the financial crisis in 2007, banks have been trying to manage cost better, deepen relationship with customers and enhance product and services. These are some of the factors for banks to re-examine and improve the way in which they measure and report business performance. Financial services provider, customer service is a very touch point whether you are in bank, credit union, lender or insurance. So you have to inspire your team with the automation performance review to resolve the dissatisfied clients, business opportunities and revenue.

Goal alignment
Increase employee engagement and the bottom line of your business. Ensure staff from all levels, i.e., bank teller, customer service, insurance broker and HR, etc are aligned on the business objectives and development plans. This way, everyone in the organization can achieve effective goals.

Engage and retain key talent
Performance appraisal helps to retain talented individuals who affects the productivity of the organization. Keep staff engaged and motivated with recognition on their performance and career progression to ensure they stay focused on winning clients’ business.

Build talent pool
Compare the final result with the expected result and where you may have talent gaps. Identify top performers and monitor performance across the organization with competency, skill, experience. This insight will help you to respond to changes, seize business opportunities and build your talent pool.

Save HR time
Web-based solution with real-time status or progress monitoring save time, costs and administration paperwork. Employees can focus more on delivering stellar customer services.

Performance appraisal is the technique to evaluate and measure employees’ contributions to the organization, the employee's achievements, skills and growth. Employee performance is documented and evaluated with its own performance standards.

Methods of appraisal have been classified differently by different authors. Widely used appraisal methods can be classified into two categories: traditional methods and modern methods. Traditional methods are based on the perspective or opinion of the raters. It’s emphasis is on the rating of the individual’s personality traits. Modern methods focus on the evaluation of work results, job achievements, and are more objective.

Common performance evaluation methods widely used in today’s organization:

  1. Rating scale
  2. Critical incidents 
  3. Management by objectives (MBO) 
  4. 360 degree feedback  

Which method is your organization using?

Performance appraisal is to review and evaluate the performance of employees over a given period of time. It is the process of measuring productivity and improving employee performance as well as determining employee developmental needs. Explore employee job growth and set goals to strive for next appraisal review.


Evaluation is the review and assessment of employee’s job performance on efforts they have made and what they have achieved. The information will likely play a part when making employment decisions on promotions, salary increases, bonuses, and training.

Providing feedback

Providing feedback to the employees regarding their performance, so that they know how well they have done will help them to improve in the future.

Measure performance accurately

The Performance criteria has to be set to help in accurate measurement of employee’s job performance. The company's goals can be achieved only with the effort of employees.

Clarifying role and expectations

Everyone is given duties on their job. But not all employees can get clear output from their duties. The Manager should communicate with the employees to provide clarity of the expectations, responsibilities and functions to be performed by the employees.

Identify area of weakness

Everyone has their weakness and may not be an "all-rounder". Performance appraisal process helps in identifying the weakness of the employee.

Training and development needs

To help turn the weakness into a strength, the manager has to be responsible for providing training. This will help improve staff performance and knowledge.

Other purposes of performance appraisal:
  • provide career path and goals setting
  • determine employee promotion
  • decide salary increments and bonuses
  • decide retention and termination of employees
  • to reduce the grievances of employee
  • strengthen the relationship and communication
  • evaluate effectiveness of human resource management functions
  • motivating superior/manager performance
  • Motivate superior/manager performance and
  • improve decision-making ability

What are you planning for 2017? What are the preparations and steps needed for a smooth process in your performance reviews?

#Tips for your effective performance review.

1. Preparation
Start your company’s goal and job description for the employee. Gather information about your employee‘s performance throughout the year.

Schedule meeting with your employee for the review in advanced, So that you don’t have to rush for the time to conduct the review. Private and quite location is advised for the meeting.

2. Goal setting
Help your employee to set up their goals and keep their goals realistic. Ensure the employee knows what is expected of his or her performance. Describe exactly what you are looking for from the employee and help them to enhance their skills.

Setting goals high will deflate your employee and without goals, will turn off your employee challenge of work.

3. Reviews
Discuss quarterly on employee positive performance and areas for improvement regularly, hence your employee knows what to focus on and able to perform better on the task given my manager.

4. Feedback
Feedback is an important part of the review process. Allow your employee to feedbacks and gather information on what they need from you. Constructive feedbacks provided for the coming year and clarify expectations.

5. No Surprises
Avoid surprises during your performance review. Summarize the purpose of the review and avoid giving negative feedback. Always encourage employee to respond to your feedback at the performance review.

6. Stay positive
Spend more time on positive aspects rather that blaming. Your employee will find motivating and rewarding.

7. Future plan
Build a better relationship with your employees by telling them what they good at, what they could have performed better and how to improve for the next performance cycle.