Annual discussion is the key process for changing  the staff and guiding development and career of employees.

It is a form of planned work of managers with employees and is directed to their professional qualification, development potential and job performance. It is the most important tool for guiding people and system for evaluation of performance at work. Good basis and initial data will ensure more quality implementation and sustainable result of the process. The DNLA system can help you entirely reform (revitalise) your existing annual discussion content-wise. Efficiency of the annual discussion is significantly increased through the use of DNLA tools.

DNLA system and reform of development discussions:

Renewing annual discussion content-wise

The content of the annual discussion is supplemented by the development part of the discussion, which is based on evaluation of the potential and evaluation of group performance as well as commitment within the department. 

DNLA assessments

According to the selected topic, the first step of reform is to implement adequate assessment with the help of the DNLA system. What is usually assessed are the potential and performance of team. The evaluation is objective and serves as the basis for annual discussion, it provides accurate guidelines, where performance at work and performance of individual groups could be improved and shows the areas where the issues in performance of a person or group are most noticeable.

Results review

Based on identified status, HR experts in the company may prepare topics and contents that are most relevant for consideration in the annual discussion. We can offer you expert support in this part of preparation; feel free to use our extensive experience.

Preparation of the superior

Person leading the annual discussion usually needs a great deal of support for carrying out the annual discussion in a quality manner. The DNLA system prepares these persons, gives insight into the findings and enables elaboration of DNLA coaching plan as a sustainable development process of a subordinate employee.

Implementation of the Annual Discussion

An important part of such revitalisation represents the fact that the managers can become mentors/coaches to their subordinate co-workers and use the implementation time for strengthening this function.