An IT-tool is necessary

says HR-manager Liv-Anne Raa of Rieber & Søn ASA.

From March 2007 newsletter

Rieber & Søn is one of the leading food conglomerates with approximately 4000 employees in 13 countries. The group management has initiated a considerable process to develop their leaders, the organization and the culture in all business domains. The process is named Appraisal, a word they substituted for ‘evaluation’. 120 managers in the Group are now involved in the Appraisal process.

- “Appraisal is divided into three main elements,” says HR-manager Liv-Anne Raa. In chronological order the elements are as follows:

360-degree feedback of managers based on Rieber & Søn’s leadership values.
Goal management
Appraisal talks with immediate manager and frequent follow-up afterwards.

CEO Asbjørn Reinkind and HR-manager Liv-Anne Raa have great faith Appraisal.

The managers cascade business goals and define personal development goals, which are linked into Rieber & Søns overall strategy.

- “The Appraisal talk is the most important element in the process, and the reports from the strategy process will be used in different meetings on a strategic level in Group and in the business domains,” explains Raa.

Rieber & Søn has selected the web-based tool from CatalystOne Solutions AS to support their Appraisal process.

- CatalystOne™ Appraisal Manager enables all data to be collected in one place. The follow-up is more systematic and we can develop action plans based on reports and what is recorded. She is convinced of the important role Appraisal Manager plays in to make this process a success.

- “A good IT-tools is necessary. Without it, the process will easily come to a stop,” says the HR manager.