More and more companies are opting for annual performance reviews

More and more employers are becoming interested in à the annual performance review, and want to make this tool a privileged moment égié of éexchange between their managers and their employees.

Contrary to à the professional interview (Accord National Interprofessionnel du 5 décembre 2003), companies are under à no legal obligation to set up annual interviews to évaluate their employeesés. This is an act of management left é à to the initiative of the employer.
Concrètement, it involves setting up a éprivileged exchangeégié between managers and their staff once a year. This meeting can have a variety of objectives: to introduce management by objectives, to measure the employee's individual performance for the éyear in progresséto identify the skills present in the company, to list the employee's wishes for éprofessional development, to set up a more relevant training plan.

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More and more employers are interestedéin this tool, and want to make it a privileged momentéof échange and dialogue between their managers and employees. A number of éléments have contributed to the successès of the annual performance review. In the industrial sector, the implementation of a quality management system can éin some cases be the trigger for a company's adoption of an annual appraisal systeméin other cases, it can be the trigger for a company's adoption of an annual appraisal systeméin other cases, it can be the trigger for a company's adoption of an annual appraisal systeméin other cases, it can be the trigger for a company's adoption of an annual appraisal system. In the health and social services sector, the law of January 2, 2002 obliging établissements àto apprentice employeeséskills, encourages employers àto use àthe annual interview. The public sector has also taken up éthis human resources management tool and instituted éit by dissociating it from the grading system specific àto the civil service.

The three players in the annual appraisal
For the manager, the annual appraisal is part of a process of informing, explaining and guiding his or her team, and making the most of the past yearés results. It's an opportunity to get an overall view of your staff, to assess their skills and to work with them to set objectives for the coming year. For the employee, the annual appraisal is an opportunity to échange his or her view of the year, his or her view of the company's éevolution, to express his or her views on his or her activity éor his or her wishes for éprofessional development or access àto training. The employee becomes a player in his or her own activityé over the next 12 months à. Finally, for the company, it's a question of éestablishing a snapshot of its human resources to lead à its medium-term development policy.

Apec.

Apec - 29/10/2007