Implementation of Allegro's Appraisal Interviews Management at Lombard Odier Bank

Founded in 1796, LODH is one of the oldest Swiss banks. It provides its private and institutional clients with a wide range of consultancy services regarding property management and financial services. The LODH group is active in 14 countries with a staff complement of about 1,700. As the staff complement has more than doubled since the end of the 1990s, the Human Resources department had to adapt its methods and work tools to enable effective monitoring of each employee and constantly meet the new increasing requests.

The annual appraisal staff interviews used to consist of a 9-page Word document printed by the HR and distributed to the managers. The latter would work on the document together with the employees. After both parties had accepted and signed the document, it was sent back to the HR to be photocopied and filed. Finally, the HR needed to search the documents to pull out the required trainings, spot potential conflicts, etc. before replacing them into the staff members' files.

This work method had so many diverse drawbacks:

• long and costly gathering of the documents (up to 3 months sometimes).
• temporary recruitment of a staff member for 2 months to do the various filing jobs.
• Lack of interview forms for many staff members.
• The HR could start working on the data only in June due to the lack of time and manpower.
• there were many different interview forms.
• interviews did not have any effect on remuneration changes.

LODH has, thus, resorted to Adequasys for its Allegro's appraisal interviews management solution.

Today, all staff members have their interview forms on their workstations.

As a first step, employees and managers determine the year's objectives, ratify the document and send it to the HR before the end of March. The HR can thus efficiently control the smooth progress of the process.

At the end of the year (December and January), managers go back to each employee's beginning-of-the-year data, fill in new fields allowing entry of data related to the annual appraisal, and thus giving a grade so as to set the sum for remuneration variables . This document is ratified by both the employees and their direct supervisors.

The third step consists of an automatic data consolidation, enabling real-time analyses of each person's wishes, goals to be reached, comments, etc.

Numerous advantages were immediately noted after the implementation of this new method: