Performance management overview
Performance Management module in EazeWork HRMS provides the functionality
to manage the performance review process of a company. There are three sub processes
within the PMS module
Process Highlights
- Performance Review Period : performance review period can be flexibly designed,
it need not be one full year and can be less than one year also. This is the
period as defined in the performance cycle
- Performance rating : the final rating which is given to the employee can be customized, a rating scale like A/B/C/D/E or 1/2/3/4/5 can be used. Recommended ratings can be inputted by Assessor / Reviewer or it can be automatically calculated based on the scores, the final rating is decided by the Performance Manager.
- Periodicity of reviews : it can be monthly, quarterly, six monthly or annual.
This parameter is defined in the performance plan which is created in setup
- Levels of Review : you can decide between one or two levels of review, if you
want to skip any review and only capture employee's self review that option is
also available
- Feedback from Peers / External Reviewers : you can include peers from within the company and external reviewers from outside the company and get feedback on employee's performance
Process Overview
Process flows for a generic Performance process is outlined below.
Performance Management process is fairly complex process involving a large number
of participants and has a direct impact on employee morale and satisfaction.
The process should be setup in consultation with the EazeWork Customer Manager
and the HR Managers, Performance Managers should go through a training session
before releasing it.
Managing the Performance Cycle
- The status of employees across the various stages of the process at any point
of time can be viewed through - Reports > Performance Reports > Status
Report
- After an employee resigns he is not included in subsequent cycles of the process
but the Performance Manager can manually update his record and take it to closure
if needed or can remove the employee from the process
- While creating the cycle you have to specify the begin and end month for the cycle, these months are for your and team's reference, the actual process can go beyond the end month
- If needed different performance processes can be used for different group of employees and multiple cycles can be configured and used in parallel
- The next performance review cycle for an employee can be started even before
the results are released for the current cycle. While the period for performance
review can be defined as starting / ending months there is no check in the system
which is linked to these months. For performance period ending December 2011,
Annual review and releasing of results can be done in 2012 also.
Controls in Performance Management Process
When Performance Manager releases the process for goal setting to employee, control remains solely with employee, once he submits the goals, the Assessor gets the access to edit or approve employee’s goals. Once both submission and approval is done control of performance sheet goes to Performance Manager. But if employee or assessor forgets to submit or approve goals the access goes automatically to Performance Manager only, who with the help of manager can edit and approve the goals for employees.
Since there are no managers above the CEO if CEO is the assessor and reviewer is designed to be manager’s manager then the system gives the role of reviewer also to the CEO by default.
Qualitative Vs Quantitative design
Further reading
1. Performance Dashboard
2. Components of a Performance Management System
3. Creating Performance Plans
4. Creating Criteria, Groups and Templates
5. Understanding Weightage, Ratings, Scores and Rankings
6. Managing Annual Performance Management cycle
7. Target based PMS
8. Employee's activities during PMS
9. Role of Assessor / Reviewer during PMS
10. Change of Assessor or Reviewer during the cycle
11. Individual Development Planning process
12. Career Development Planning process
13. Key Behavior Assessment
14. Mapping Peers and External Reviewers
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