A 360-degree based performance evaluation system with user defined performance appraisal/evaluation dimensions and associated elements/factors. The Performance Appraisal system is goal based, where the first dimension in the appraisal process is the employee performance plan for the year, where the specific goals are defined which need to be achieved by the employee. The goals are aligned with the organization annual plan, and the employee is assessed on the achievements against the goals as defined in his/her performance plan. Additional performance appraisals dimensions and associated factors such as competencies, Hay factors, and/or internal factors can be defined as well. Based on the employee performance plan/goals, and additional dimensions and factors, the system automatically generates performance evaluation forms with multiple evaluation dimensions and elements and factors where each evaluation block/section with associated factors can be assigned to a different employee/supervisor for assessment and recommendations.
Multiple evaluators can be assigned per evaluation, unlimited number of evaluations per employee, predefined evaluation activities through the workflow with auto-notification. Performance Management is integrated with Career Planning and Training Management. Specific actions can be conducted as a result of the performance appraisal such as training and development, career planning, new job assignment, on the job training, coaching, salary increase, grade change, demotion, promotion, etc. The performance appraisal system is seamlessly integrated with other Interact applications including career planning, training and development, competencies management, succession planning, and compensation management.
Interact HRMS’s Performance Management model is designed in a generic way to allow users to create their own framework within the application so that the system can support the existing methods being used within the organization and capture all the required information to develop the proper model that applies to the different Employee Groups, Organization Units, Job Classes and Job Categories within the company.
In the Performance Model Setup, the user gets to define the specific framework and model which will be used to drive Performance Reviews in the organization. This includes whether a Performance Plan is required (Planned or Unplanned), which Dimensions will be used in a typical Performance Review (Goals, Competencies, Career Factors, Hay Factors, Internal or other User Defined elements) and much more. It also allows the User to setup a link between Organization Unit Strategic and Performance Goals or other Goals related to a specific Fiscal Period.
The Appraisal Cycle can be standard (Monthly, Quarterly, Yearly) or user-defined. It may be linked to specific projects only in which case Appraisals may take place throughout the year, as and when Projects are completed or specific Milestones are Reached.
Through the use of Self-Service, Performance Plans can be prepared and appraised by the Employee, by the Supervisor, or by the Manager as a standard requirement. However, anyone else in the organization can be assigned the responsibility to perform a specific task within the overall Performance review cycle and as such have the ability to either design or approve a Performance Plan or Appraise an already Approved Performance Plan and subsequently Approve the Appraised Performance Plan.
The generic design of Interact HRMS allows you to define a specific Measurement Standard which will then cascade throughout the application and apply to all Performance Paramaters which are defined. However, the User has the ability to make any changes required to support a different Measurement Standard at the individual Parameter level at any time.
In addition to a standard Performance Plan, Interact HRMS also supports the definition, tracking and appraisal of Engagement Plans. Engagement Plans are Plans designed around specific Projects or Clients. Employees working in consulting industris or project management industries typically get specific assignments that are linked to a particular client or project which should be reviewed separately from the standard Performance of the Employee on regular work within the Organization.
Specific Performance Goals are grouped within Performance Goals Groups. These Groups allow for the creation of a clear model and framework which can then be applied to large numbers of Employees throughout the Organization, depending on the specific model in use.
When defining a Performance Goal Group, the User can select the Sequence in which this particular Group will appear in the Performance Plan, accept or change the Overall Score and Rating standards and assign a specific Weight within the Same Dimension of the Group.
Using the Interact HRMS Performance Model framework, the User can define specific Performance Goals which will automatically be listed in the Performance Plan of a specific Employee, depending on the Dimension and Goal Group to which the Goal is assigned and depending on the Job Group, Job Class and Job to which the Employee belongs. This method enables organizations with large numbers of employees to leverage the system to quickly create and design Performance Plans which are done based on the general rules and policies within the organization. When creating a Performance Plan, the main Goals, which have been pre-defined by the user as part of the Performance Plan setup, are showing under the relevant Goal Group and are color-coded to enable users to quickly distinguish them based on their own internal setup. At this stage, Employees, Supervisors and Managers, can collaborate and edit the Performance Plan by adding New Goals, modifying existing Goals and/or selecting additional Goals from a pre-defined list of Sample Goals. When modifying the existing Goals, users can enter the Benchmark (Expected Achievement), the Expected Achievement Date and the Key Activities which need to be performed in order to achieve the Goal.