Performance management system

Transcription

1 Employees are the most valuable and dynamic assets of an organization. The Infotrack Performance Appraisals Management System (IPMS) is an extensive and comprehensive system that maintains and tracks information pertaining to the performance appraisals in an organization. The system captures information related to eligibility criteria, appraisal groups or categories, multiple appraisal cycles, Key Result Areas (KRAs), workflow driven performance appraisals process with electronic protection. The appraisal process begins with Appraisal Cycle Initiation, Definition of KRAs by the Appraiser, Self Rating by the Appraisee, Rating by the Appraisers, Overall rating and Normalization. The system has provision for performing Normalization and subsequently performing detailed graphical analysis. The system provides extensive and effective reporting functions provide a snapshot of employee performance appraisal related information. Salient Features Multi-site support Multi-tier security provides authorization and control at various stages. Exhaustive and comprehensive analysis via a wide range of reports and graphs Ease of use Graphical point and click interface On-line help and user manual Based on client/server architecture Designed using the UML, which is a leading OOAD technique Ease of maintenance and extensibility Enhances productivity of your HR departments Seamless integration with other Windows-based applications Meets all major requirements, provides increased availability of analyzed information Maintains exhaustive employee information KRAs based Appraisals Export/import facilities available Resource optimization Inbuilt fax, mail and scanner interface Powerful backup and recovery features Appraisal Cycles The system allows definition of Appraisal year and multiple Appraisal Cycles in a year. The system has provision for defining cut off dates for each phase in the Appraisal Cycle. The system facilitates cut off dates definition for KRA specification, Self Ratings, Appraiser Ratings, etc. Appraisal Eligibility The system allows the user to define the prerequisite and eligibility criteria for appraisal process. The system shall subsequently perform Appraisal Initiation based on this eligibility criteria. KRA Definition The system has provision for defining standard KRAs. These Standard KRAs would be automatically included at the time of Appraisal Cycle Initiation. The System also has provision for defining KRAs for specific Appraisal roles. This facilitates defining of the KRAs during the Appraisals Process. KRA Template and Form Definition The system allows the definition of multiple KRA Templates and Performance Appraisals Forms. The system has provision for defining different templates or forms for different roles or business units. The user can define the KRAs for each template and can also associate required weightages for these KRAs defined.

2 Appraisal Group and Roles The system allows the user to setup Appraisal groups and categories. The system allows mapping of existing Grades or designations to Appraisal Groups. The System performs Appraisal Cycle Initiation based on these definitions. The system also has provision for defining the Appraisal Roles. The system also provides facility for inheriting the KRA template for an existing role. The system also has provision for defining role-wise competencies required. Appraisal Cycle Initiation The system facilitates the initiation of the specified cycle. The system automatically populates KRAs based on the role-wise KRA templates defined. The system also populates the standard appraiser as the immediate manager. The batch process shall also perform eligibility check before initiating the process based on the eligibility rules defined. The batch process can also be run iteratively and would perform initiation for the set of employees for whom the initiation has not been performed in the earlier iterations. The system allows definition of Role-wise KRA Templates with weightages associated with the KRAs defined.

3 Definition of Multiple Appraisers for an Appraisee The system also has provision for defining multiple appraisers for an appraisee. The cycle initiation batch process automatically, implicitly, defines the corresponding Immediate Manager as the Appraiser for each Appraisee. The system allows user to associate multiple Appraisers for an Appraisee and also define weightages associated with the corresponding Appraiser s rating. KRA Definition by Appraiser The cycle initiation implicitly defines KRAs based on the Appraises role. The Appraiser can further modify these KRAs, or he could add some KRAs and assign relevant weight-ages to these KRAs. The Appraiser can also view and analyze the history of KRAs and Training needs defined during earlier cycles. The Appraiser can define the KRA during the cut off dates specified. The system provides a draft mode during this stage. The Appraiser could Publish and Freeze the same after the KRAs are finalized. Self Rating by Appraisee The Appraisee can view the KRAs set after the Appraiser finalizes or publishes the same. The Appraisee can fill-up the self-rating details during the cut off period defined for self-ratings. The Appraisee can also view and analyze the history of KRAs and Training needs defined during earlier cycles. The system provides a draft mode during this stage. The Appraisee could Publish and Freeze the same after the Self-rating is finalized. Rating by Appraiser The Appraisee can view the Self-rating set after the Appraisee finalizes or publishes the same. The Appraiser can fill-up the rating details during the cut off period defined for appraiser ratings. The Appraiser can also view and analyze the history of KRAs and Training needs defined during earlier cycles. The system provides a draft mode during this stage. After the Appraiser-rating is finalized, the Appraiser could Publish and Freeze the same. The Appraiser can specify the Training needs for the Appraisee which are routed in turn to the Training Module

4 Normalization process The system also has provision for performing the Normalization process. During this process, the HR or relevant authority can view the final ratings for the cycle and perform final reviews, moderation and normalization. The system allows moderation within threshold limits defined. The process culminates in finalizing employee overall ratings along with the closure of the appraisal cycle. Bell Curve / Histogram The system provides detailed analysis at various levels. The system plots Histograms / Bell Curve for the appraisal cycle for the selected criteria The system also presents graphical analysis of the Actual v/s Suggested patterns. Salient Features Integrated with Increments, Training and Payroll Modules Electronic Protection Automation of Appraisals Process MIS and Reporting The system provides wide range of reports for tracking the Performance Appraisals Process and facilitates decision-making. Some salient reports are specified below: a. Appraisal analysis report b. Appraisal Year wise cycle wise cutoff dates report c. Vertical wise role-wise forms d. Role wise KRA s report e. Region wise Normalization Pattern f. Appraisal Scale Report g. Grade Group wise Grades report h. Appraisal Year wise employee Appraisers Report i. Appraisal Year cycle wise Initiated Employees list j. KRA Rating Details Employees Final Rating & Normalized ratings report k. Normalized ratings adjusted report

5 The system has provision for performing Normalization process The system has provision for performing Normalization process.

6 Appraisal analysis details with drill down feature and graphical representation in the form of a Bell Curve.

7 Performance Appraisal Process Appraisal Year Defining Appraisers for each employee Appraisal Cycle Initiation Self Rating by Appraisee KRA Definitions by Appraiser for Appraisee TRF For Employee Appraiser Rating Main Appraiser Rating Cycle Closure & Year Closure Normalization & Publishing