Performance Management System Fully Integrated
Online Web Based System

Performance Management System-Fully Automated

PMS Evaluation or Performance Management Cycle

Sr. Roll Individual PMS Activity at start of the appraisal period Six Month Evaluation Appraisal Cycle Evaluation (Year)
  PMS Coordinator Announce PMS process in discussion with HR Head Start the process Start the process of Performance appraisal (Notification)
01 Employee Set Individual KRA/KPI for appraisal period Fill & submit Six months self-evaluation. SMART way. Fill & submit self-evaluation for a period
02 Line Manager Evaluate subordinates KPI/KRA, discuss and Accept. Discuss, suggest and approve Discuss, suggest, make changes & approve
03 HOD Approval of all KPI/KRA & submit to HR Discuss, suggest and approve Discuss, suggest, make changes & approve
04 PMS Coordinator Collect all details and discuss with HR Head Collect all details and discuss with HR Head Compile, evaluate and make analysis, Identify good and poor performer & submit report to HR Head
05 HR Head Approval Approval Prepare a policy, discuss with HOD and approve. Submit to CEO/COO approval
06 COO/CEO Approval Approval Approval

Auto Flow from Employee to Line manager to HOD o HR Coordinator & Director to COO/CEO for final Approval

Auto Flow from Employee to Line manager to HOD o HR Coordinator & Director to COO/CEO for final Approval

Process Flow Chart

Process Flow Chart

(Format 1): Format to set Individual KPA/KRA/KPI

(This section should be completed by the employee & Line Manager/HOD together.)

Sl. No. Objectives/Target KPA/KRA/KPI SpecificMeasures (What) Weightage in %
01      
02      
03      
04      

Evaluation Process

(This section should be completed by the employee & Line Manager/HOD together.)

  1. Performance Evaluation will be done as per
    1. Measurable specific achieved targets.
    2. Completion of activities at par targeted one.
    3. Benefit to the organization from performed activities.
    4. Concern while doing the activity for future scope of improvement.
    5. Self-evaluation by employee.
    6. Line manager & HOD evaluation.
    7. HR evaluation approved by Head of the plant
    Evaluation Process
  2. Competency Assessment report
    1. This report to come automatically from LMS module in % , also in pie chart or spider chart
  3. Feedback from direct & indirect stake holder: To get overall feedback about employee
    1. Auto feedback & Assessment Survey system do work here.
    2. Email for online feedback to go to all relational whose email ID either to set or manually put for feedback.
    3. Score of each to come as an average in the format. This process can be done any time in a year.
    4. This can be considered or not to be decided by individual management. We are setting this in system with zero weightage (means *0 in a formula).
Evaluation Process

Performance Development Plan (PDP) or Training Need Identification for self-Improvement:

  1. This part of the PMS should be used to identify Skills , SWOT and areas of improvement (TNI) for the purpose of providing information to HR to etermine future development needs. This section can be submitted at the interim and final appraisal but must be submitted at a minimum of one time during the performance cycle.
  2. In our system this process is fully automatic. TNI are related to skills. SWOT analysis also automatic can be viewed by individual HOD or HR.
  3. Training requirement can be informed through auto process already developed.

Personal/Professional Development Plan

Sr. No. Area of Improvement Suggested Development/ Improvement suggestion Learning Solution Training Requirement Selt & approved by HOD
01 Functional/Technical      
02 Soft Skill/HR Skill      
03 Safety      
04 Management MDP      
05 Quality/business Excellence      
06 Certification      
07 Leadership      
08 Team Building      

PMS Evaluation Report and Evaluation

PMS Evaluation gives the detailed report what and how the employee performed in a year, benefits to the organization, various concerns during performing and future scope of improveme nt.

  1. Auto processed Report to be submitted by PMS coordinator for every individual one by one to HR Head for an approval .
  2. All process to carry out online..
  3. Formula for final grading can be applied or Bell curve if found useful can be applied.
  4. Based on Final outcome system itself will identify.
    1. Top performer or Leaders
    2. Employee for Competency development plan
    3. Employees for growth development p lan
    4. Poor performer for performance improvement plan-Auto process for PIP.
  5. It will give you suggestions for promotion for consistent performer.
  6. Auto linked to payroll system for % hike proposed or incentive disbursement.
PMS Evaluation Report and Evaluation

PMS Coordinator Report Format (In excel format):

  1. Name, Department, Grade/Level
  2. Rating Obtained
  3. Recommendations from HOD or HR
  4. Salary Hike proposed.
  5. Whether promotion is recommended.
  6. Special Comments by HOD to HR
  7. N umber of persons in poor performance and put for Performance Improvement pla n.
  8. Training need Identification to go to Training Manager.

Identify Poor performer and send to PIP

Identify Poor performer and send to PIP

PIP Evaluation

PIP Evaluation

Future Development: As per requirement or further suggestions.

Various Reports

Various all types of reports can be generated from this auto system.

If you are thinking to control various units from Corporate or Outsource the Training function, give us a chance to meet and discuss.

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