Overview

Performance Management is a critical Human Resource Management module that facilitates the systematic process of ensuring individual and team activities and outputs align with organisational goals. It provides structured tools for evaluating employee effectiveness, fostering development, and tracking progress towards predetermined objectives. This module primarily encompasses Appraisals, Performance Plans, and Performance Points.

1. Appraisal Module: This module is central to performance evaluation. It involves configuring Key Performance Indicators (KPIs), which are goals against which employee performance is measured. KPIs are organised into groups and can have specific weights, score types (range or value), and base values. Appraisal templates link these KPIs, with a rule that the total KPI weight in a template should ideally sum to 100%, and alerts are issued if this is not met.

2. Appraisal Processes: Appraisals can be generated for employees, often with a configurable limit, such as one appraisal per quarter. A description can be added during appraisal generation. Employees are typically required to submit their scores for KPIs within a set timeframe, for example, seven days from the appraisal date. If scores are not provided within this period, the system can automatically submit them as zero. Managers can only submit their scores after the employee has submitted theirs, while HR can submit their scores even if not all manager scores have been finalised.

3. Role-Based Access and Scoring: The system defines distinct roles—Employee, Manager, HR1, HR2, and a Super User—each with specific permissions for viewing, editing, and submitting scores and comments. Employees can only enter their own scores. Managers can enter their scores and comments, with comments potentially being mandatory if their score is lower than the employee's. HR can enter HR scores and comments. A Super User has comprehensive access to enter scores, comments, and submit appraisals on behalf of any employee, manager, or HR. Managers can also update an employee's potential.

4. Performance Feedback and History: The module includes features for reviewing and potentially overriding scores, with mandatory comments required for any override. The system calculates overall scores based on weighted KPI groups. It also provides historical views of previous appraisals and KPI scores, accessible in various sections like 'Maintain Appraisal' and 'KPI Details/Score Entry', enabling informed decision-making and tracking long-term performance trends.

5. Performance Plan Module: This module focuses on ongoing employee development and progress. It allows for the creation of a performance plan that outlines specific measures (KPIs) to be addressed, a development plan (suggesting relevant training courses), and an action plan (detailing goals, required evidence, and accomplishment dates). It tracks an employee's current performance score and potential score, supporting an assessment of progress towards predetermined goals and identifying necessary interventions.

6. Performance Points Module: This feature facilitates the review and update of employee performance scores based on predefined 'Point Items'. These point items are created and then assigned to specific positions. A dedicated system process generates valid point items for the relevant employees. Users are able to edit the performance points for employees who report directly to them, with access controlled by role-based security and the established approval workflow.

7. Alerts and Reporting: The system incorporates a robust alerting mechanism. This includes notifications when an appraisal is generated, daily reminders for employees and managers to complete their scores, and alerts for low-performing employees. For example, an alert may be triggered for overall scores below 60% (potentially leading to a warning letter) or between 60-69.99% (suggesting a performance improvement plan). Comprehensive reports, such as the Performance Appraisal Report and KPI Appraisal Report, offer detailed insights into performance data.