With all the different customised performance appraisals solutions we delivered in 2010 and those projects we are about to start in this year, we can see some new trends developing in what organisations want to achieve through the performance review process.

1. There is more and more emphasis on competencies within the process; the desire to assess how people behave as well as what they achieve - furthermore, feedback on these competencies is being solicited from more than just the Line Manager.

2. Longer term development needs and career aspirations are more prevalent in appraisal forms as organisations seek to manage their talent more effectively, retain people and promote from within.

3. There is a greater understanding of how setting objectives is absolutely key in the whole process; poorly set objectives lead to a poor perfomance appraisal process - we are seeing more guidance in this section of the form.

4. There is more attention being given to interim performance appraisals, be they quarterly or more, with some ability to capture achievements and progress in a performance journal or log within the online system all throughout the year.

5. The global nature of many of our clients means that multi-lingual capabilities within our systems is becoming increasingly common and something we have gleaned much experience of in the last few years.

All in all, these snapshot trends show an increasing desire on the part of organisations to really get to grips with the performance management cycle, as they look to satisfy the needs of both the individual and the organisation and make it work for all concerned.

John