HR Management System™

HR Appraiser™

Performance Appraisal is the fundamental element of a Human Resource function. It covers employee performance over his/her job career. The Performance Appraisal system leads an organization towards healthy assessment of its employees and keeps them productive enough to meet the goals and objectives preset by the organization.

Employee competence and productivity

Performance in this sub module is measured through employee skills and expertise according to the domain assigned to him and in final phase through productivity diagram his/her performance analyzed.

Trait wise performance analysis

Different traits are used to evaluate an employee performance over the year.

The traits help HR to easily trace out employee performance over the year or month. The traits would be:

• Attendance
• Goals
• Cooperation
• Behavior
• Technical skills etc.
  

Objectives and goals achievement

Employee or group of employees can also be appraised through assigned objectives and how they complete those objectives. The most commonly used practice in this context is the project tracking by top managers for their subordinates.

Employee survey

Another valuable process to evaluate employee is through interorganizational surveys.

The HR administrator can easily facilitate HR operations through conducting surveys by using the following features:

• Multiple questions can be assigned to any particular survey.
• An HR department can conduct multiple surveys simultaneously.
• Survey report helps HR to evaluate the average response of employees and their interest in the participation of this survey.

Self appraisal

The HR can select one employee or group of employees for yearly or monthly evaluation.

Query Tracker, helps HR to track statistics of Surveys issued to employees. Stats are shown according to Questions put forward in the surveys and any comment and ratings provided by Survey conductor.

Reports can easily be selected and generated for each module.

Processes

An organization can utilize the following processes built in Softnology HRMS, which are designed and implemented to fulfill needs of various large organizations.

• Performance Appraisal Form
• Competency Assessment Worksheet
• Annual Training Programs
• Assessment of Internal / External Training
• Training Attendance
• Personnel Training Record
• Exit Interview Sheet

Performance Appraisal Form

The process of Performance Appraisal begins by conducting an Employee’s Trait wise Performance Analysis. To achieve this objective, the system offers a very flexible department and role based Trait Analysis Questionnaire.

This Trait Analysis Questionnaire is filled out by authorized managers through web, online. Each answer to a question is assigned a weight (point). The total points obtained by the employee will form the core basis of the appraisal.

Special conditions and constraints will be triggered if points obtained by an employee fall below a pre-defined level.

Similarly if points obtained goes above a certain level, then employee may become eligible for Salary Increments, Promotions or any other Performance Rewards.

Other areas of Performance Appraisal covered in this module are:

• Other areas of Performance Appraisal covered in this module are:
• Self Appraisal Record
• Productivity and Utilization Summary
  

Training Need Analysis

This process helps in understanding the employee’s core competencies, short-falls, assessment of his/her needs and recommendations to predefined or special training courses.

This process helps greatly in Capacity Building of an organization’s work force. It enables planning and management of employee skills and covers various aspects from determination of standard skill requirements against jobs profiles, to scheduling training programs for skills enhancement, monitoring their effectiveness and analyzing further training and skill requirements.

Annual Training Programs

Planning and definition of Annual Training Programs helps in putting the analysis and appraisal exercises into action.

The course and training sources/certifications should be selected precisely according to the Appraisal and Assessments of the organizations’ workforce.

The training programs can be either focused on a specific group or can be made in general.

Trainings can be conducted internally by in-house expertise or externally by organizing/certification authorities.

Assessment of Internal / External Training

To ensure that the training programs were effective and designed correctly for the organization, this process allows the organization to take web-based Post-Training surveys of all employees and generate cross-tabulated results.

With these surveys, the organization can determine:

• Effectiveness of the Training Course
• Relevance to Employee’s work
• Practicality
• Degree of Training Purpose achieved

Training Attendance

This Pre-Training process helps in ascertaining and optimizing the Post- Training survey distribution, so that only those participants are required to fill-out the Post-Training surveys who have taken part in the training course.

This process also ensures the participation and level of attendance of employees in these programs.

Personnel Training Record

This information helps in appraising personal abilities and exposure level of an employee. It shows not only the training programs a person has participated in during the course of employment in the organization but also other training programs/certifications he acquired before the current employment or taken at personal level.

Exit Interview Record

The records and statistics not only helps in improving the quality of employees and their working environment but also helps in monitoring the growth or decline of the organization in terms of achieving its goals and not only the understanding of environment and traits of the organization’s existing workforce is important for the development of HR management knowledgebase but also the need to understand the logic and mindset of employees who are leaving or being terminated from the organization.

This process helps in understanding the reasons, logic and overall market ratings of the organization’s environment and policies towards its employees. The questionnaire should be carefully considered and constructed to meet HR decision making goals, so that those areas are identified where improvements and optimization can be made.

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