Now view the performance of employees in a 9-grid dashboard. Track the Employee’s progress through powerful reports. Analyze his growth. Spot his weak areas.
Our Performance Management System module is built on the balanced score-card concept. We acknowledge the fact that a well-rounded employee contributes to not just the profitability (product) but also has responsibility for people management, self-development (People), compliance and process streamlining (Process) and customer and vendor management (Principal/Customer). These four quadrants form the basis of our Performance Management Process.
Performance Assessment for all the positions across all stages such as Not started, In progress, Completed etc
The Performance Management System works on a 4-point rating with 1 as the highest and 4 as the lowest. The rating and the range of score are defined for each position at the time of setting objectives. To ensure removal of bias at any level and to enable two-way process, the review process starts with self-assessment by the employee.
This is where objectives based on the position, the assessment period, levels, description of performance ratings, competency type, competencies and other criteria are defined.
Performance assessment by designation, division and department. Search enables viewing the performance for a particular employee. The software automatically generates the performance review forms at the end of the performance cycle for the employee and the line managers to rate the performance of the teams.
The process follows the pre-determined approval flow. We advocate performance reviews to go through at least one level above the immediate line manager. At every level, there is provision to justify the rating with comments as well as with relevant documents that can be attached.
The Performance Management System is linked to the Variable Pay module. This is in recognition of the view that good performance should be rewarded so it gets reinforced. This is also a means for companies to identify high potential employees. It supports their succession planning and personal development planning initiatives. Healthy employee turn-over is crucial for the growth of the business. This module through its fair and unbiased rating system allows the weeding out of the poor performers.
The rating system is built on global standards of the ideal bell curve. The software captures the average rating of each employee to give a graphical representation of the deviation from the ideal bell curve or ‘Forced Distribution Matrix’.
Define the desired competencies and levels for every position in the organization. Choose from packaged competencies defined by HR experts. From hiring the right talent to training them to performing to the optimum levels, ubiHRM is equipped to aid your retention strategy and keep a motivated work-force.
The gap between the ideal and personal skill-set or competencies for every position is called Skill-gap analysis. Through a detailed skill-gap analysis, an organization can spend the training budget on specific areas and specific people to groom them for the current roles. This exercise can also be used to fulfill the career aspirations of the high potential employees. By setting benchmarks for every position, all HR functions like recruitment & selection, training & development and performance management get streamlined and inter-linked.
In any HR function, reports are a key requirement of the job. Vital information gets fetched in minutes & HR can truly play the strategic role it is meant to. ubiHRM’s forte is in providing easy to generate customizable reports along with standard ones. What’s more – the reports and dashboards are generated taking into account the position and significance of that role.
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