Have you ever tried to cook an authentic curry? Not one from a kit, but from scratch, requiring you to have exactly the right blend of spices such as black cardamon pods or methi seeds? One of the biggest barriers to attempting one is sourcing the ingredients. The local supermarket, perfect for everyday shopping, is just not set up for something so specialist. They cater for the masses; for something so individual you need a niche retailer, focused on Indian cuisine.
Simple or specialist?
All-in-one HR systems are a little like supermarkets. For simple, straightforward shopping they tick a lot of boxes. However, if you are looking for something out of the ordinary, that fits around your unique requirements, they are unlikely to be the answer.
Getting performance management right is a little like creating a specialist dish. It is about finding the right blend that works for your organisation. Being able to customise your approach is vital to get buy-in from employees and see positive benefits. Elements such as being able to tailor the language on your forms, add personal notes and alter the review cycle for different departments all add up to creating a far more personalised and relevant experience for employees.
Made to measure or off the shelf?
Appraisd has been created for one thing and one thing alone – to help employers create their own performance management approach that puts employees first. The system has been designed to be adaptable, with flexibility and customisation offered as part of the package, not an expensive extra. A dedicated account manager is there from day one to help clients get their set up to match their exact requirements.
All-in-one systems tend to have been developed to manage HR administration, with other elements bolted on. Their focus is about providing a broad range that caters to the usual and every day. Try to deviate from what the average organisation wants, and it can become difficult, with unintuitive work arounds for employees navigate. When you make something as individual as performance management a chore, the process becomes something that employees dread, and they lose sight of why it is important to them and their personal development.
Making the right choice
When it comes to finding the perfect performance management system, there are six key areas to consider:
- Customer service/support
- User experience
Before you begin your search, consider how important each of these is to your organisation. What is it that you absolutely must have and what could you comprise on? Is something that initially looks like a good deal, really going to give you everything that you need?
Here’s how Appraisd shapes up against the all-in-one HR systems to help you make a direct comparison and hopefully the best decision.
|Requirement||Appraisd||All-in-on HR system|
|Functionality||• Appraisd is designed specifically around performance management, so everything on the system is related to it. • As a dedicated tool, the functionality around objectives, reviews and feedback is as detailed as possible and has many small nuances.||• All-in-ones meet a wide variety of HR needs, appearing to offer an easy solution for those businesses looking for a quick solution. However, often what looks like it will be rapid to implement often takes time to adjust to. • They tend to offer less depth on functionality for each individual element because they can do so much.|
|Customer service/support||• Right from the first sales demonstration with Appraisd, clients have a named contact to answer any questions and give advice. • Clients get a dedicated account manager, no matter how small, allocated from onboarding onwards who gets to know them and their needs inside out.||• Contact is via a general call centre. • Clients are likely to speak to a different person every time they have a query. • There is a loss of continuity and time as clients have to start from the beginning every time they make an enquiry, explaining what they need.|
|User experience||• Appraisd has been specifically designed with users in mind – created to be as easy and simple to use as possible. • With email reminders and integrations, for example to Slack and HRIS, Appraisd nudges users into best practice, making reviews part of their working day. • New innovations are tested with a selection of clients first to ensure they meet requirements and are as easy to use as possible.||• Large all-in-ones will spend considerable time and resources on UX. • As they perform a wide variety of functions, many of which are just used by HR, the UX is skewed towards their needs rather than the needs of general employees. This can mean the UX of their performance management area is less than ideal.|
|Innovation||• Appraisd has been built on the needs and requests from clients from the beginning. • Innovation is stimulated by working collaboratively with clients. • We actively encourage clients to ask for what they want and will do our best to make it happen for them. • If it is something that other clients may find useful, then it is rolled out more widely. • As a small organisation, Appraisd can be extremely agile – innovations can take weeks rather than months to implement.||• They tend to be large operations, so have huge resources to draw on. • As a large organisation though, they are likely to have more stakeholders involved, so likely to be less agile when it comes to making changes – like turning a tanker at sea. • The fact that they do much more than performance management means that it may be viewed as an add on, not a key component, that needs to be cutting edge and receives less attention.|
|Cost||• Appraisd is competitively priced and able to be more flexible around pricing and individual offers. • Clients are not just paying for a system; they’re paying for the dedicated support and expertise that goes with it. • Building long-term relationships are a priority, creating a mutually beneficial partnership with clients. • The cost per licence models makes it affordable to all organisations no matter what size.||• Clients pay for the whole package, not just the services they use which may not be the best value for money. • It can often feel like the client is just a number and their specific circumstances are not necessarily taken to account.|
|Customisation||• A range of flexible options are available. • Appraisd can support different goal models such as OKRs. • Clients can customise their workflows and create a specific schedule that works for them. • Account managers work with clients to set up their account exactly to their requirements. • It is a collaborative process that puts the clients in control, giving them ownership. • There is not a prescribed version of the system – it is designed to be flexible and easily adaptable so clients can get exactly what they want.||• They often lack flexibility and are quite rigid in structure, with little room for deviating from the recommended set-up. • They prefer clients to use the system as it comes – their business model is not set up to support complex customisation for one particularly area. • They have an approach that suits the many and it is not designed to be tailored to fit the individual – they offer a “good enough” solution.|