Appraisals are based on Key Result Areas (KRAs) of an individual in any organisation. Responsibilities are generally divided in qualitative and quantitative areas, for example leadership qualities, interpersonal communication, negotiation skills etc. fall under qualitative responsibilities and sales or deliverables can be categorized under quantitative responsibilities.
When it comes to appraisals measuring qualitative areas is often found difficult, as there is no numerical scale using which you can measure and if this aspect is not addressed properly it might lead to disagreement and dissatisfaction between an employee and his manager. Furthermore, there is less room for improvement in areas that are not well defined. To an extent the qualitative KRAs can be redefined in form of a step-by-step process and then the performance can be evaluated as the extent of fulfillment of the designed steps.
Therefore it is very important to efficiently balance qualitative KRAs with the quantifiable KRAs. The following link gives an insight on appraisals, qualitative and quantitative KRAs: Set Performance Standards
Total visibility of time and effort spent at work by an individual, enormously helps both the individual and the company keep a track of the steps needed for achieving quantifiable goals. Sapience generates automated work reports for everyone in organization; a qualitative data point here is the activity mix – know whether employees are spending 2/3rd of their day in their core activities or not.
This automated work visibility and Activity mix provides both quantitative and qualitative information hence becomes very helpful to increase employee productivity and create a balance between company objective and personal goals.