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The main aim to develop a performance appraisal system lies in the opportunity for employees to receive feedback about their work, and for the organisation that their drive, professional development and behaviour should change into the defined and desired direction.

Performance appraisal

Developing performance appraisal systems

Performance appraisal system

The main aim to develop a performance appraisal system lies in the opportunity for employees to receive feedback about their work, and for the organisation that their drive, professional development and behaviour should change into the defined and desired direction. That is why the introduction of a detached performance appraisal system can be seen as an inseparable part of a healthy organisational development.

When developing the methodology of performance evaluation, our recommendations are aimed at evaluating the colleagues concerned based on their real actions and on their performance measured in the most unequivocal way possible. The aim is that the assessors evaluate the performance of their colleagues based on tangible actions and not on their impressions and expectations

Our leading aspect in shaping the system is to use the competence system applied in the organisation or based on the company’s culture.

Management audit

Management audit

The success of adjusting to the ever-changing business environment, the outer company challenges and to the resulting inner company changes highly depends on the attitude and commitment of the leaders and employees working in the organisation.

It is increasingly necessary for companies in order to prepare and solve the situations successfully to evaluate the performance of their human resources. Our method offers an effective solution for reaching this goal. We provide reliable and quick results through the means of an optimal system of interviews, tests and AC.

360° feedback

360° feedback

The performance appraisal is the best tool in the working environment for employees to receive a picture about themselves; to what extent their performance could fulfil the expectations. In the traditional performance appraisal of a hierarchical system the employee has only one resource to come to this information. However we are embedded in a much more complex network in our working environment and the closest contact though is with our leader, but the opinion of peers and partners are equally important.

The 360 grade feed-back – as its name indicates – does not only show a one sided picture about the evaluated, but holds a mirror from every side.

The aim is that executives working at different company levels receive feedback about their performance from both colleagues and clients in different contact points.

With the help of the elaborated evaluation aspect-system the emotional judgments and the subjective declarations can be rounded up, the usage of the activity based categories enable to form objective opinions.

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Contacts

SIMONYI & TÓTH KFT.
1015 Budapest
Szabó Ilonka u. 71/A
1255 Budapest, Pf. 194.

Phone / Fax: +36-1-214-1286
E-mail: info@sandt.hu

Partner of AIMS International in Hungary

Partner of AIMS International in Hungary

Our company has been a member of AIMS International (Association for International Management Search) since 1997