Features
01
Evaluation items based on purpose of developing employees’ skills
With extensive experience in training for more than 13,600 people from over 500 companies and studying your Corporate philosophy, vision, mission and personnel policy , we can understand your human resource orientation, then build up or revise the performance evaluation system to make it work effectively.
02
Clear and highly convincing evaluation criteria
In Japanese companies, that evaluation criteria are often ambiguous is one of the reasons for Vietnamese staffs’ dissatisfaction and turnover. By establishing five clear criteria (definitions) for each evaluation item, we not only make appraisee feel more satisfied with the result but also help appraisers evaluate easier.
03
Evaluation standards regards to Vietnamese viewpoint
Even if applying the Japanese performance evaluation system, it may not work properly in Vietnam. Therefore, we also stand in Vietnamese employee’s shoes and build up a system whose evaluation criteria are easy for Vietnamese employees to understand.
04
Increasing effectiveness of evaluation system through operation support
Only designing clear evaluation items and criteria is not enough. The most important thing is putting this system into practice smoothly and effectively. By running it well, the company can reduce the different results in evaluation, improve employee’s engagement and motivation, and develop their skills.
Buildup of evaluation items & criteria
『Clear evaluation item & criteria』
Not only easy for appraiser to evaluate and feedback, but also useful for appraisee to understand their scope of growth in
career path, then enhance their self-awareness.
Understanding thoroughly employee’s strength and weakness company could conduct productive resource allocation and do training
program for staff development in the future.
＜Sample of evaluation criteria＞
Preference
Download "Performance Appraisal System" pamphlet (PDF version) here