Claims:We claim:
1) A system for monitoring employee performance comprising of;
a. Collecting all data associated with the employee for determination of performance rating;
b. A internal database of the website for storing employee record including all the performance ratings of the individuals for response to evaluations made by an associated employer;
c. Analyzer system for analyzing the performance data and to define performance criteria and rating to the employee;
d. A internal server showing the employee analysis chart to the human resources team; and
e. Making employee analysis chart viewable to other persons through an internal server of the computer network.
2) The system as claimed in claim 1, wherein the said performance is based on employee performance parameters such as a period of employment with the associated employer; a number of references provided by parties other than the associated employer; a number of positive performance ratings associated with the employee record; and an average performance rating for the employee by the same and/or different associated employers.
3)The system as claimed in claim 1, wherein the said system evaluates employees on one performance characteristic to automatically generate a questionnaire for completion by the employer based on an employee job characteristic, the questionnaire forming at least part of the evaluation.
4) The system as claimed in claim 1, wherein the said employee analysis chart includes the questionnaire with multiple choice questions with each answer being assigned a particular score.

, Description:Field of the invention:
The present invention relates to systems for monitoring employee performance. The present invention more particularly relates to a system for monitoring employee performance and which reduces evaluation methods and increases employee performance by participation of reviewer and reviewees.
Background of the invention:
It is not always easy finding the right person for the job. While interviewing a candidate may go some way to providing a prospective employer with an insight into the candidate's work capabilities, the interview process is not an effective tool for establishing whether the candidate has a good work ethic and will treat the job with respect.
The most common way to establish whether a potential candidate has a good work ethic is to contact work referees listed on the candidate's resume. However, the task of phoning referees and discussing a candidate's work history can be very time consuming (particularly when interviewing a large number of candidates). Furthermore, since the referees are nominated by the candidate they will typically provide little insight into the candidate's true work ethic since the candidate is unlikely to nominate referees with whom they have had a less than positive experience.
The performance of individuals is rated by the organizations to monitor performance of the employees accurately and to give some rewards to some good employers. Some employee development assistance, training or counselling are carried out to the individuals in order to perform them well and improve their performances. They evaluation methods are paper based, time consuming and provides some incentive to the employees.
The various prior art systems are only for providing the staffing of various projects and are limited to provide staffing for the various projects. Some software programs provide various aspects of performance assessment and appraisal, but lacks some drawbacks. The applicants are not aware of any ongoing systems to monitor the individual performance within an organization. Prior art systems provide forms to individuals which are printed on paper and are used for appraisals and assessments. This process assists the human resources department to compare performance of various individuals, but these processes do not support performance review process within the whole organization.
So there is a need for a system for monitoring employee performance and reducing evaluation methods and increases employee performance by participation of reviewer and reviewees.
OBJECTS OF THE INVENTION:
An object of the present invention is to provide a system for monitoring employee performance.
Another object of the present invention is to reduce evaluation methods and increases employee performance by participation of reviewer and reviewees.
Other objects and benefits of the present invention will be more apparent from the following description, which is not intended to bind the scope of the present invention.
SUMMARY OF THE INVENTION:
Accordingly, a system for monitoring employee performance is disclosed. The present system. A system for monitoring employee performance comprising of;
a. Collecting all data associated with the employee for determination of performance rating;
b. A internal database of the website for storing employee record including all the performance ratings of the individuals for response to evaluations made by an associated employer;
c. Analyzer system for analyzing the performance data and to define performance criteria and rating to the employee;
d. A internal server showing the employee analysis chart to the human resources team; and
e. Making employee analysis chart viewable to other persons through an internal server of the computer network.
DESCRIPTION OF THE DRAWINGS:
Fig 1 is a system for monitoring employee performance.
DETAILED DESCRIPTION OF THE INVENTION WITH RESPECT TO DRAWINGS:
The present invention is a system for monitoring employee performance and for reducing evaluation methods and increases employee performance by participation of reviewer and reviewees.
In one embodiment, a system for monitoring employee performance comprising of;
f. Collecting all data associated with the employee for determination of performance rating;
g. A internal database of the website for storing employee record including all the performance ratings of the individuals for response to evaluations made by an associated employer;
h. Analyzer system for analyzing the performance data and to define performance criteria and rating to the employee;
i. A internal server showing the employee analysis chart to the human resources team; and
j. Making employee analysis chart viewable to other persons through an internal server of the computer network.
In another embodiment, in a system for monitoring employee performance, user has to register on the website for registration. The internal server of the database collects all the employee record with all the performance ratings of the individuals while responding to evaluations made by the associated employer. Analyzer system analyzes the performance data and to define performance criteria and rating to the employee.
All the performance related to employees is presented in the form of employee analysis chart and presented to the human resources team. All the performance criteria and the rating given to the individual. Employee analysis chart is viewable to other persons through the internal server of the computer network.
Some bonus points are given to the employees based on employee performance parameter. Some employees are given negative feedback during evaluations and some things like retraining if necessary are given to improve work skills or performance.
Some attempts are given to the staff and are tracked for the employee improvement and the staff is fired after failed attempts given to the employees. The evaluation made by the associated employer evaluates at least one performance characteristic to automatically generate a questionnaire for completion by the employer based on an employee job characteristic, the questionnaire forming at least part of the evaluation.
Questionnaire includes at least one question specific to the job characteristic. The questionnaire includes multiple choice questions with each answer being assigned a particular score, the performance data reflecting answers to the questionnaire.
In another embodiment, the employee performance parameter includes at least one of the following.
a period of employment with the associated employer; a number of references provided by parties other than the associated employer; a number of positive performance ratings associated with the employee record; and an average performance rating for the employee by the same and/or different associated employers.