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Placing the performance appraisal system on the Internet should save Otis Elevator time and money by reducing the number of staff required to process appraisals. For example, it eliminates the creation, distribution and collection of forms and should automatically tabulate and aggregate results. Required information is more readily updatable as evaluation needs change because the appraisal is in a centralized electronic format and data can more easily be integrated with other HR systems as necessary. Further, it should now be easier to compare results across managers for corporate-wide improvement strategies and to create a history of the evaluations that will facilitate tracking ongoing progress. Otis Elevator could also take advantage of the new online system to increase the frequency of performance appraisals and the number of participants in the performance appraisal process. Increased employee access might have the indirect benefit of increasing morale if employees feel more valued because there input is being solicited. For Otis Elevator employees, access is more ubiquitous, convenient and secure than the older, paper-based system.
2. Otis Elevator most likely encountered challenged related to internal business processes after implementing its 360-degree feedback system (Koebelin, 1999). Now that it has the feedback, the company needs to understand...
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