I indicate that it is made by a system that allows to access the WEB. Excellent tools in the market and nothing exist better that to use computer science as allied in this process. This will facilitate the fulfilling of the evaluations for evaluated appraisers and. 3) To define the areas and positions that must participate of the first phase of implantation of the management for abilities.
Of this form it is possible to control the flow of the evaluations, being able to charge the areas that not to fulfill the stated period initial and to follow the results, being able to help the manager in optimum fulfilling of the plan of action of each collaborator. 4) To present the concept of management for abilities and feedback for the managers of the areas defined in the third step. The training area must mount workshops to present the appraisers and to leave clearly that the performance evaluation has this name, because is worried entirely about the development of the collaborators. 5) To train evaluated appraisers and for the correct fulfilling of the evaluation, either for system (ideal for control of the RH and the managers), or in the manual format. Valley to point out that the management for abilities has as pillars: performance evaluation, promotion, wage evolution, succession etc. Biweekly, will have to be directed through email a spread sheet contend the performance until then reached by all. Beyond this spread sheet, also reports will be directed, showing graphically the current situation of each pointer as, for example: goals to be reached, planned individually and carried through. Overhead – In if treating to technician-scientific production, nor always low the production of a researcher means necessarily that it needs some type of accompaniment or qualification, as another system of performance evaluation is common in any.