eVal™ EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM
Three core drivers for implementing eVal™, the employee performance management system for education and government:
- Reduce HR transactions processing costs in half through process automation and employee/manager self-service;
- Manage employees and managers to the enterprise’s common goals and objectives; and
- Increase employee productivity through properly executed Performance Management processes and systems deployed throughout the entire organization.
eVal's™ EMPLOYEE PERFORMANCE MANAGEMENT BENEFITS:
Demonstrating Cost Reductions
Did you know that companies that utilize self-service options experience a 52% reduction in average costs per HR transaction versus purely manual methods (i.e. requiring paperwork and dedicated HR staff to complete) and a 62% reduction in cycle time required to complete a standard HR transaction. For organizations of increasing size and complexity, the benefits of self-service capabilities are obvious.
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DID YOU KNOW THAT...
Did you know that companies characteristically spend between $1,000 and $1,700 per employee, per year for HR administration alone? According to research date, businesses that have utilized web self-service and knowledge based human resource tools have shown a 100% improvement in administrative timeliness, a 38% improvement in accuracy, and a workload reduction of 50%. Today, 85% of the companies in America are using some form of online Strategic Management tool to become more efficient and remain competitive in their industry.
Based upon the Aberdeen Group Study, this means a savings of $500 - $850 per employee per year in administration costs.
Managing to Strategic Goals
Aside from the significant and achievable cost reduction opportunities, other significant impact on organizational effectiveness revolves around eVal’s, Information Density Portal™ and executive dashboard and scorecard reporting capabilities.
eVal allows an organization to detail and track (in real-time) progress toward individual, department, functional, regional and organizational-wide goals and objectives, at whatever level of detail is required by the end-user.
These goals do not have to be purely financial in nature. Employees updating their individual contributor goals in the system effect the cascading goals of the organization directly as results are consolidated across divisions, departments, or profit centers for purposes of display and interpretation at the executive level.
While there are literally hundreds of performance measures that can be measured; we believe there are a limited group of measures that are critical for each industry we work with (Education, Government, Municipal, Services, and Technology) that can be measured and benchmarked against vertical standards.
Increasing Employee Productivity
The goal of increasing employee productivity needs to be measured against organizational goals and objectives in areas such as output per headcount.
By identifying compensation and performance standards through surveys and other measures senior management discovers the basic motivations for performance how-to link into organizational values that should be measured and rewarded.
eVal’s combination of best-in-class process automation, strong competitive price point and lowest overall cost of ownership/operation, and world class performance management capabilities make it a first-choice.
eVal™ FEATURES:
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