The process of evaluating employees is one of the most important processes within various companies and institutions, and it is one of the main tasks of the human resources management department within any business or commercial activity.

In the past, employee performance evaluation processes and accurately determining the efficiency and performance of each employee were considered one of the most difficult tasks due to the lack of accuracy and transparency at times until the emergence of professional human resources programs that provide automated and accurate performance reports without any human intervention at all.

In this new article on our blog, we will learn together about the importance of performance reports provided by digital human resources programs in evaluating employees and raising and improving efficiency, the difference between traditional and modern methods in evaluating performance, and how you can rely on employee management programs to accurately and professionally evaluate the performance of your employees.

Problems with traditional methods in evaluating employees
Following traditional methods in employee evaluation processes is marred by many flaws and errors that in turn directly affect the result of the evaluation, its accuracy, and the transparency of the evaluation factors and criteria as a whole. The most prominent of these defects and common errors in traditional methods are the following:

Reliance on annual evaluation:

Companies used to rely on evaluating employees either on semi-annual evaluation or annual evaluation only, which is considered largely ineffective due to the long period in which the evaluation is conducted due to the lack of actual continuous follow-up throughout the year to identify errors and improve them instantly.

Lack of effective communication:

Annual or semi-annual communication to evaluate employees using traditional methods is the only period in which any problems are identified and the required notes are determined without actual follow-up of the problems instantly and discussing them with the employee, such as the monthly evaluation, which is considered better in terms of results.

Personal bias:
Sometimes, employee evaluation may be characterized by a lack of objectivity due to the impact of the manager's relationship with employees on his evaluation of them, which makes the evaluation result inaccurate and unfair and lacks a lot of transparency and cannot be relied upon in the end.

Lack of future vision:
Employee evaluation using traditional methods often depends on instant evaluation without setting future plans to improve and develop the employee's skills in line with the company's future work trends.

Similarity of evaluation criteria:
Of course, each company includes a number of departments that differ in the tasks that are performed and the skills required for employees that differ from one department to another, so employees in different departments cannot be evaluated with the same criteria. Of course, there are fixed criteria, but other criteria must be set to evaluate performance according to the nature of each department, which is what traditional evaluation lacks.

Of course, there are a number of other factors that negatively affect employee evaluation using traditional methods, but the aforementioned factors are among the most important factors that strongly affect the lack of objectivity of employee evaluation using traditional methods, so it was necessary to rely on automated human resources programs electronically.

Steps to evaluate employees through human resources software tools
The employee evaluation process depends on a number of steps that must be taken into account to obtain performance reports that contribute to making the right decisions to improve performance and productivity in a way that suits the employee and the company alike. These steps are as follows:

Setting goals and criteria for employee evaluation:
It is necessary to rely on clear goals and criteria that suit each department, and that they are measurable and achievable to evaluate the employee according to them in a constructive and effective manner. The employee must also be aware of the goals and standards on which his performance is evaluated, and these goals must of course be in line with the company's goals.

Data and notes:
These are the data that are accessed through integrated professional human resources programs and the notes that are recorded by the managers of the various departments on the performance of each employee in these departments, and these data are collected and studied based on the goals set in the first step.

Issuing reports:
After collecting the data related to employee evaluation, human resources programs analyze this data accurately to then obtain performance reports through which employee performance can be reviewed and evaluated based on the data available in the reports and discussed with them. These reports can be determined based on any period of time, whether weekly, monthly, semi-annually or annually.

The importance of performance reports in human resources programs in the employee evaluation process
Human resources programs rely in their work on electronic automation in all tasks and their ability to collect all data entered into them and analyze them accurately to improve and develop all aspects of the work through the tools available in them. One of the most important of these tools is the performance reports tool, which helps companies professionally know everything related to employee performance so that the employee evaluation process is carried out in a scientific and sound manner that achieves its goals at the employee level and at the company level.

The importance of performance reports in evaluating employees is due to the advantages and innovative solutions provided by these reports, which are as follows:

Tracking workflow tasks
Through human resources programs, workflow tasks can be identified for each employee and sent to him through the program and all required notes can be specified, such as the delivery date for some tasks and projects and other notes. The employee performs his work and records all the procedures that are done, and through the program you can track the workflow instantly, which helps evaluate employees in performing those tasks at the same time.

Identifying strengths and weaknesses
Human resources programs allow managers to know the strengths and weaknesses of each employee by tracking workflow tasks by identifying the strengths and weaknesses of each employee to develop appropriate training plans to develop their job performance and skills, which contributes to improving the quality of