Performance appraisal systems began as simple methods of income justification. That is, appraisal was used to decide whether or not the salary or wage of an individual employee was justified.

The process was firmly linked to material outcomes. If an employee's performance was found to be less than ideal, a cut in pay would follow. On the other hand, if their performance was better than the supervisor expected, a pay rise was in order. Little consideration, if any, was given to the developmental possibilities of appraisal. If was felt that a cut in pay, or a rise, should provide the only required impetus for an employee to either improve or continue to perform well.

Sometimes this basic system succeeded in getting the results that were intended; but more often than not, it failed. The areas of the organization and business processes that are targets for the solution

 Ensure that every employee?s contribution fits into the overall aims of the business
 Help individual employees better understand their aims and role within the business
 Help employees feel valued
 Create standards to measure the quantity and quality of employee?s work
 Monitor the success of the business

Advantages

 Time tested application
 Workflow Controls added based on experience and expertise
 User friendly
 Latest Technology
 Affordable cost
 Can be tailored to suit the business and user requirements within a short period
 Continuous support, maintenance & Training