Reviews are the centre of most performance management processes – most often the manager discusses the employee’s performance with them and then captures the results on a form which is then stored in the employee file.
For companies who have simple performance management requirements or those who don’t currently have a form we offer an inbuilt form which allows you to score the employee against metrics like attendance, attitude, punctuality and so on as well as add some custom questions yes no or open question which make up your performance review.
For others, where there is a requirement for more complete review forms, we offer a form builder which allows you to build your own performance management forms (you can build as many as you like and can even link them in the case where your review is made up of more than one form). You can add as many fields as you like including drop-downs with custom answers as well as capture scores and text. In addition, you can invite the employee to fill in specific fields via Self service so the employee can complete their part first as a self assessment or self evaluation before completing the review with their manager.
In both cases, you can also create a review schedule which will send reminders to the employee and manager as well as appearing on their calendars. You can use this for a one off review (for example, arrange a review for next month) or you can also set up recurrence allowing you to schedule a review every month for 6 months, for example.
In addition, to reviews you can add goals which can then be assigned to employees. These goals can either be unique to each employee or you can add goals to a library which can then be used for multiple employees. The employee then has the ability to access their goals via Self service and update their progress.
Combined with the built-in 360 feedback features in Natural HR, goal setting has never been as powerful, or insightful.
Similar to goals you can create a library of competencies and then assign these competencies to both job roles and employees,
Once you know what the required competencies and competency ratings are for a role, you can then easily visually compare the employee current ratings against where they need to be.
Further, if you choose to record the employee desired role you can also see the areas they need to improve in to meet the requirements for their desired role.
HR teams will love the succession planning tool that is build directly into Natural HR.
Once you have all the competencies in place for your employees and your job roles, you can also then use this as part of your succession planning with automatically suggested potential successors highlighted for your key roles so you can choose both the obvious ones but also some less obvious ones for your critical positions.
Natural HR is the perfect human resources tool, but it’s also great for succession planning. There’s no getting away from the fact that this process is as challenging as 360 degree feedback, but it remains a vital part of performance management and without it, businesses and human resources teams simply can’t be fully prepared for the future.