Empxtrack is a full featured global HR and talent management software on the cloud. It automates all HR functions for small and large businesses. Empxtrack covers all areas of Talent Management and helps automate the entire employee lifecycle. It includes HRIS, Payroll, Appraisal, Self Services, Applicant Tracking, Benefits administration, Goal setting and many more features.
Selecting a suitable HR software vendor can be a challenging and overwhelming task. While making the right choice of the HR solution, keep functionality, usability, operational effectiveness and return on investment in mind.
Besides time and cost saving, ensure that you pick a software that aligns with your objectives and adds significant value to your business. The value added will enhance your company’s journey to growth.
Requirements and Expectations from an HR Software Vendor
Since HR processes evolve rapidly, configurability is a key element to measure adaptability and flexibility of the software. Ideally, the software product should be easily configurable by people who have little or no knowledge of programming.Organizations prefer software vendors that offer a configurable software which is aligned with industry standards and client’s demands. Steve Goldberg, an HCM Analyst, says, “If you’re in the market for enterprise performance management software that excels and differentiates by allowing users, including non-technical users, to shape and mould the system anyway they need to focus on configurability capabilities. The more impressive these are, the longer you will use the product when your industry counterparts are in replacing mode, and the shorter your time-to-value will be.”
As an example, an illustration of configurability can be seen in the image below where all options are being offered to change the process on the fly.
Varied functions of HR such as payroll processing, performance appraisal, compensation, leave, benefits, recruitment etc. are all intertwined. Reliable software vendors offer talent management system and HRMS on the same platform through an integrated solution. For instance, when payroll and leave management is integrated, HR can accurately process employee salaries without additional effort to cross check data.
To keep pace with your business growth, few software vendors offer integrated solutions where your business applications are integrated with the software along a single database and business process. As, Empxtrack is integrated with ADP and IBM, and through this integration customers can expect more value to their offerings.
Data Driven HRM
There has been a dramatic shift in HR’s role from being just an administrator to strategic business partner. HR has become data-driven. Data such as employee historical data, skills and competencies, coaching ideas, development plans, trainings and interview questions need to be provided in HR tools for managers and employees to partner together in development and growth.
Companies look for solutions that are custom made to their needs. With a customized HR software, each task and workflow are designed in a specific way to map existing requirements. The biggest advantage of owning a personalized HR software is to have capabilities to expand as and when the company needs evolve, without imparting additional training to the workforce. A customizable software is built with a framework to support the sole needs of a specific customer.
Pick an HR tool that has an intuitive interface and is very simple to use. A software that has an effective, efficient, easy to learn and engaging user interface and helps the users in achieving their specific goals.
With ever changing laws and regulations, HR’s role in maintaining regulatory compliance becomes very crucial to avoid risks. A software that can take care of the compliance challenges, will help in making better, faster and well-informed decisions. Having a software with capabilities to take care of taxation rules of the country, leave lapse, carry-forward & encashment at the year end, automatic calculation of monthly salaries is an advantage.
The risks associated with theft or unauthorized access to HR and payroll confidential data, is a big area of concern for businesses. Everything from home addresses, tax file numbers, birth dates, employment history, bank account details, medical records, and background check information and more is included in this highly sensitive data. Thus, it becomes vital to ensure that the software vendor maintains high security standards and enforces security measures to prevent your personal data from being accidentally lost, used or accessed in an unauthorized way, altered or disclosed.
According to Deloitte research, companies that focus on User Experience are more likely to grow faster. Great user experience along with self-service abilities has become a key buying criterion today. Choose an HR software vendor that offers an interactive, intuitive solution for managing people-related processes, engaging employees and increasing their satisfaction and productivity levels.
The case study is about a leading technology company with a global hub of more than 1 million developers. The company specializes in innovation management & technical recruitment solutions and supports its worldwide clientele to fast-track their growth.
The company had challenges in evaluating employee performance and distributing Variable Pay fairly to the deserving employees. The 3 main challenges were:
» On what basis should employee performance be evaluated?
» How to calculate variable pay accurately?
» Will employees receive incentives on time?
The client needed an integrated solution that could review employees’ performance fairly, obtain performance scores and automatically calculate variable pay. There was a need to eliminate manager bias from variable pay calculation and process payroll accurately.
All the challenges were discussed with Empxtrack team, and within a considerable timeline, the solution was implemented.
A customized, fully integrated performance appraisal and payroll solution was provided to the client that simplified setting up of mutually agreed quarterly goals in a standardized manner.
Managers got a systematic system to review employee performance based on a set of pre-defined attributes and calculate variable pay based on the scores as shown in figure 1.
Figure 1: The figure shows overall scores and variable pay calculated quarterly through a well-defined procedure.
Figure 2: Managers rate their team members on the attributes given in the form. These attributes can be easily configured as per the needs.
HR got a platform to automatically obtain performance scores and link variable pay with the scores. The system was integrated with payroll solution, and thus employee salaries were accurately disbursed.
The end-to-end integration simplified the process of linking performance to compensation. It became easy to create variable pay plans and reward top performers.
The company saw significant increase in employee satisfaction levels.
» Established a well-structured goal sheet system for clear work expectations.
» Got a better, transparent and fair performance evaluation system.
» Found a fair way to decide employee incentives.
» Eliminated manager bias and favouritism.
» Seamless integration of variable pay with payroll.
» Saved financial leakages in revenue.
» Improved employee satisfaction and engagement.
» Increased overall workforce and company productivity.
“Empxtrack team has done an amazing job in setting up a fair, holistic variable pay process for our organization. The transformation has significantly increased employee engagement, thus improving overall company culture. Integrated solutions made it even easier to map all our requirements without much hassle. “
Disclaimer: This case study does not reveal name of our client due to confidentiality of the contract between Empxtrack and the client.
In the past, HR department has focused mainly on automation of processes and integrated solutions. With the changing dynamics at workplace, the emphasis is now more on improving Employee Experience (EX) and keeping the workforce motivated and satisfied. Higher productivity, better workforce engagement and empowerment of employees with overall improved EX have taken a strong place in the minds of HR professionals.
Let’s take a quick look at some of the HR trends for 2019.
In 2019, make sure to embrace these emerging HR trends with an advanced, customizable and configurable HR software. Continue to restructure and improve workplace practices – to speed up people-related processes and offer great experience to employees with integrated HR solutions!
I was at the recently concluded HR Tech Conference in Las Vegas and with 100s of HR Tech vendors, all the leading consultants and senior HR practitioners, it was quite an event.
On speaking with a number of vendors and viewing product demos, I was pleasantly overwhelmed with the features and depth and breadth of the offerings in the market. The customers were spoiled for choices and would "finally be able to derive" great benefits from their HR tech implementations.
On the other hand, CHROs when questioned – “What is required from HR Tech?” replied in unison that "they would prefer HR software which maps to their business needs! They were not looking for new technology for the sake of technology."
Really! With all the innovation in HR Tech and the 100s of millions of dollars in investments, have we still not met business needs?
With various reports and surveys claiming that over 90% managers are dissatisfied with their performance evaluation process and over 50% organizations looking to explore other options – there appears to be a large disconnect between market needs and vendor offerings.
Based on my discussions with multiple senior people, a few more observations were there
» While HR Software is the most pervasive tool in an organization, which can potentially touch every employee, its utilization is not as much – especially in areas of people development and employee engagement
» HR software is not used sufficiently for cultural transformation and strategy
These thoughts prompted me to design a model explaining what HR Technology should be about. This is based on my experience of working with 100s of customers and over 20 years of experience in this domain building products and solutions.
HR Technology Model
HR Technology rests on 4 areas, each of which is equally important. Unless the technology or solution adequately covers each of these areas, the implementation will have gaps. The 4 areas that I could identify include:
Completeness: Should cover all the essential functions without a user remembering multiple logins
Usability: Should be extremely easy to use on a variety of devices
Configurability: Should allow for easy setup and be adaptable to change
Data availability: Should assist managers in decision making by providing them ready to use content and data
This feature indicates that the software contains all the essential functions related to people management.
Many vendors offer all in one products, such that customers use just one product for all their employee related functions. Alternately, vendors such as ADP (through their marketplace) are offering integration options with other vendors to provide best-in-class systems.
Availability of various integration options and maturing APIs is making the marketplace approach more likely to succeed and is becoming more popular.
Employee experience, user interface, ease of use, mobile access and features that allow easy use of the software with limited or no training are all important for high software usability.
Can the HR software be as simple as google search? Can it provide deep and meaningful insights such as google analytics? Can it make employees productive from the first login?
The case study is about a legal firm that provides vast array of financial and advisory services to huge clientele, including MNCs, banks, government agencies and other businesses.
With a diverse team consisting of 15 partners, more than 700 employees, 150 Chartered Accountants and other domain experts, the company is committed to offer excellent Accounting, Auditing, Assurance, Taxation and Business Advisory services across 9 different locations.
To meet the growing business needs, the firm had to hire Chartered Accountants, Business Advisors, Taxation Experts, and other professionals in the company. The company faced following challenges in their existing interview scheduling and candidate management processes.
Due to inefficient scheduling and unplanned recruitment process, the candidates complained about excessive waiting time and poor experience. Attracting top talent and convincing them to appear for the interviews thus became difficult.
Too much time was wasted in coordination with the interviewers and completing interview formalities.
Interviewers blocked their time and waited endlessly for candidates. This hampered productivity of the interviewers.
Front Desk Operator remained unaware about number of interviewees coming for the interview and their interview schedule. The front desk operator didn’t have a list of pre-scheduled interviews and wrote random notes in the desktop whenever recruiter informed about an upcoming interview. Coordinating with the recruiters at the last moment was time-consuming and impractical.
The firm discussed these challenges with Empxtrack team, with an aim to improve candidate management, give positive candidate experience, schedule interviews in a hassle-free way, and streamline recruitment processes efficiently.
With the automation of the process and implementation of Empxtrack, the team handled all complex issues. Empxtrack provided following solutions:
An Applicant Tracking Systemwas provided to the recruiters to effortlessly manage candidates for the job request. Recruiter could view candidate’s profile, assign them interview date, view questionnaire, make an offer and do more.
Managing interview schedules became easy, as recruiters could assign interviewer, decide on the interview mode and schedule date and time in just few clicks. This helped in keeping the interviewers informed about the upcoming interviews, and they could manage their work and appointments accordingly.
An Interview Scheduling Tool was provided to the Front Desk Operator to view the list of the interviews to be conducted on the current date and upcoming days.
The interviewers were notified through email/ portal/ SMS about the pre-arrival of the candidate. The operator got an easy way to mention exact Arrival Time of the candidate and instantly notify the interviewer about their arrival. Thus, the interviewer and the candidate need not to wait for long time. Interviews took place without further delay.
In case the assigned interviewer was not available, another interviewer was assigned without further ado.
» Simplified interview scheduling and candidate management.
» Optimized waiting time for both the candidates and the interviewers
» Quick identification of No Show candidates by the interviewers.
» Improved candidate experience with Zero waiting time.
Performance Management has been unsuccessful in many organizations. Traditional annual appraisals and development programs are no longer appreciated by employees and employers alike. The reason – they aren’t employee centric, meaningful and do not give tangible results.
58% of organizations rate their performance management systems as “C Grade or below.” Statistics shows that only 14% of organizations are happy with their performance management system and over 90% managers are unhappy with the existing system as it doesn’t cater to employee development needs. Clearly, there is something wrong and ineffective when it comes to the existing Performance Management processes. Adobe was one of the first organizations to do away with Traditional Annual Appraisals in 2012 and the company opted for Continuous Performance Management along with introducing a concept of frequent check-ins and feedback discussions. No doubt, implementation of CPM has given significant growth in workforce productivity and sudden decrease in voluntary turnover by 30%.
The Big Transition – Continuous Performance Management
According to Bersin, Deloitte Consulting LLP, “Continuous Performance Management (CPM) is defined as an approach that fosters continuous conversations between managers, direct reports, and teams about goals, work progress, and performance to date (in the form of constructive or positive feedback). CPM aims at smoothening the process of ongoing one-on-one conversations between managers and direct reports, periodic performance and development conversations, and real-time collection of performance feedback data within immediate work circle.”
In the past few years, there has been a steady shift from competitive evaluation model (where employees are rated and scored on some parameters to evaluate their performance) to ongoing coaching and development model (where an employer is more focused on helping employees become better, perform brilliantly and learn new skills rather than managing scorecards). Employers are now embracing the latter model to meet employee development needs, enhance employee experience, and build a high performing workforce. This has become a clear roadmap to keep the workforce engaged, motivated and happy. And who doesn’t know that an inspired and satisfied workforce leads to better business performance and profitability!
Continuous Performance Management Best Practices
Performance Management practices are still undergoing much-needed redesigning. According to the new model, traditional annual appraisals and employee development approach has transitioned into a continuous, real-time feedback and coaching process combined with frequent manager-employee interactions. This new approach accelerates accomplishment of goals, makes performance assessment more meaningful and prioritizes employee’s career development than rating and scores.
With annual performance evaluation cycle, the key challenge was to deal with dissatisfied employees due to once-a-year feedback and absence of systematic skill development programs. Employees expected more from their managers than just one or two feedback sessions. Here are the few best practices that made CPM more popular and result-driven.
Periodic Discussions on Goals – At all time, keep employee goals aligned with team goals and business objectives.
Frequent Performance Check-ins and Conversations – Frequent interactions between managers and employees help in identifying areas of improvement in performance and behaviour.
Constructive Feedback – Criticism goes a long way if it is given in a constructive and thoughtful manner. Provide feedback that make employees understand their weaknesses and strengths.
Learning and Skill Development Initiatives – Learning and coaching on ongoing basis gives opportunity to accelerate career growth.
Performance Improvement Checks – Continuously measure performance (through reviews) to identify if the corrective action plans are working in favour.
Continuous Recognition and Appreciation – Keep employees motivated with ongoing recognition for their hard work and effort.
Unlock the Potential of Continuous Performance Management
Over the past few years, numerous articles and discussions have taken place about the significance of transitioning from once-a-year to Continuous Performance Management, and how organizations such as Adobe, Accenture, Deloitte, and Cisco have seen significant increase in overall workforce productivity and development.
CPM initiatives have focused exclusively on development, employee experience, workforce engagement rather than just performance. Some of the benefits that have been realized with implementation of CPM are:
» Increase in employee engagement and performance
» Low employee attrition and dissatisfaction
» Foster culture of continuous learning and development
» Improvement in organizational agility
» Positive transformation in work culture in organizations
Though everything sounds good in theory, the bigger quest is to identify right technology and solutions that enables organizations to implement Continuous Performance Management successfully.
Technology has been a greatest enabler in implementing CPM effectively. Some performance management software vendors have closely studied the concept and significance of CPM to help organizations in adopting it easily.
Though technology providers have developed solutions to meet the rapidly growing needs of CPM, organizations are yet to embrace this approach.
What are you doing to retain top talent and improve your performance evaluation methodology? Will Continuous Performance Management be your choice too?
A company is no stronger than the people who work for it. It’s as simple as that. As a result, to make sure your business succeeds, you need to do everything you can to both attract and retain the top talent.
In today’s candidate-driven market, top talent is in high demand. Employers are competing for a relatively small group of top performers. For job seekers, this is good news, as this is how wages and benefits grow. But for employers, this means it is more difficult than ever to find the perfect person to join your team. In fact, around 72 percent of employers’ report having difficulty in filling their open positions.
Developing a strong employer brand is a great way to help your company stand out from the crowd and attract top talent. But this is much easier said than done, so follow these tips to help distinguish yourself from the crowd and recruit talent that can transform your business.
Determine What Makes You Unique
What is it about your company that makes it a desirable place to work? Is it your flexible schedule options? Your laid back yet innovative culture? The opportunities you offer people to grow and advance? Or your commitment to social action?
Whatever it is, you need to be able to answer this question quickly and easily. And the answer shouldn’t just be that you offer a better salary. While this is still important, people, particularly millennials—the workforce’s largest segment—are interested in more. Spend some time deciding what makes you different from the competition, and how you will make someone’s life better if they work for you.
Make Yourself Known
This unique characteristic is known as an employer value proposition (EVP), and once you figure out what yours is, you need to do everything you can to make sure job seekers understand it.
Make sure your job postings describe what it’s like to work at your company. Give detailed descriptions about what a day in the life of one of your employees looks like, and make sure to highlight what makes you different than everyone else. You’ll also want to update your website to showcase this aspect of your company, since job seekers consider this a valuable source of information about your company. And you will also want to be active on social media platforms such as LinkedIn, Facebook and Twitter.
But always make sure the content you post is consistent with the employer brand you’re trying to build. You never know where someone will learn about you, so it’s important they receive the right message when they do. So for example, if your company is committed to social action, make sure your website and social media presences demonstrate what you actually do to create a positive impact in your community.
Back Up Your Words with Actions
Anyone can say what they are, but it takes dedicated action to authentically be that thing. And if your brand is inauthentic, word will get out fast and this will hurt your chances at finding and hiring the top talent.
Here are two ways to make sure your brand is what you say it is.
Offer Roles that Match Your Brand
It’s important for job seekers to see exactly how the roles you offer align with your claims about employer brand. If you’re claiming to be a company dedicated to offering employees a good work-life balance, then you need to design positions that allow people to do this. Perhaps you offer flexible or remote work opportunities, or maybe you offer people the chance to sign up for gym memberships, nutritional planning or mindfulness workshops.
Again, whatever your EVP is, make sure the jobs you offer are clearly connected to this, and that your job postings are clear about what makes you different. If you’re having trouble coming up with good job descriptions, or with developing benefits packages that match your employer brand, then consider working with a professional employer organization. These HR specialists can help you tailor the open jobs you have to reflect your brand and appeal to the talent you’re pursuing.
Develop Company Culture to Fit Your Employer Brand
Company culture is essentially the physical manifestation of your employer brand. To return to the socially-committed example, if you claim this as your EVP, make sure the culture you develop and encourage reflects this. If it doesn’t, then people will eventually leave, either before they get hired—some can spot this stuff during the interview process—, or shortly thereafter.
Remember: you do have control over culture. Rewarding certain actions and discouraging others will steer culture in one way or another. Also make sure you have a company vision and mission statement that resonates with employees. Furthermore, include employees in your cultural strategy. Ask them what makes your company unique and solicit suggestions from them as to how you can make your EVP more real.
Cultural change in organizations is a slow process, but if you start early, you can have a real impact. And this will make your employer brand stronger and more authentic, increasing your chances of attracting the top talent.
Let’s Get to Work
To be successful in recruiting, you need to make it an active part of your job. The majority of today’s workers consider themselves passive job seekers, so even though the talent you want is already employed, you’ve still got a chance at winning them over. Start working on your employer brand and watch the top talent flock to your company.
Let’s start with the universally accepted principle that configurability, like the rest of the “abilities” relative to HCM systems — usability, scalability and inter-operability — are the hardest aspects of a product offering to dramatically improve. These platform attributes (vs. features) consequently should be front and center when evaluating prospective HR technology, because if high marks aren’t earned now, that likely won’t be changing anytime soon. Conversely, “features” are basically being added every product release cycle, which are occurring much more frequently in the cloud HCM era.
This post looks at the various strategic components of an HCM platform from the standpoint of where very robust configurability — or the ability to determine how the system behaves based on user defined rules, parameters and other conditions – matters most. And this control over the system, whether related to defining workflows, process or data handling rules for different populations, or other process nuances, should largely be within the purview of the HR or HRIS organization … with the exception of the most complex configurations.
My perspective on where configurability matters most is based on operating for three decades on all sides of the HR and HR Technology domain. Additionally, a key point to highlight up-front is that while HR technology process areas are arranged below according to where a configurability toolset is most critical (listed from least to most), all strategic HCM areas or more transactional / administrative HR areas have configurability-related requirements. This discussion is therefore about relative importance of the configurability toolset, not where it is or is not important.
Configurability Considerations by Strategic HCM Area
Learning Management: Examples of areas often associated with configurability requirements and capabilities include branding, workflows (e.g., requests and approvals), courses offered by learner profile or organizational criteria, curricula or course-chaining rules, eligibility drivers, test results as drivers, e-Commerce rules (to charge-back the learner’s cost center), assessment steps and options, gamification parameters, governance rules around social learning and 3rd party content, etc. Learning management systems absolutely need to be configured, and arguably as much as any other strategic component of an HCM system in order to drive ROI. The reason why I started off mentioning LMS tools is because configurability rules tend to be relatively straightforward and standard from customer to customer; consequently the flexibility and sophistication of these capabilities probably won’t be a major source of product differentiation.
Total Compensation Management: Examples include eligibility to participate (i.e., be covered within) a particular compensation process, salary increase rules and guidelines (aka “grids”), total compensation elements and parameters, total rewards statement options, long-term incentive plan and deferred compensation plan parameters, and something we will see more of going forward given the importance of personalization in achieving a superior employee experience: total compensation trade-offs and equivalencies; e.g., ability to “trade” X portion of an annual salary increase for a type of compensation with more upside but also greater risk. This area of HCM is being mentioned second because while configuration needs such as specifying increase guidelines and eligibility rules largely have common structures across companies, long term incentive data handling rules and plan designs can vary significantly.
Recruiting: Examples of process aspects that can have very broad and/or complicated configurability requirements — thus making the configurability toolset’s sophistication and flexibility more of a product differentiator — include branding the candidate experience, job posting rules, a myriad of rules for automating candidate relationship management and recruitment marketing activities, interview sequencing parameters, when different screening steps apply, offer letter content scenarios, background checking steps, assessment test applicability and access to results, when search firms and agencies can be used, workflows related to starting salary and what data gets passed to the employee record.
Given all the different flavors of recruiting-related configurability needs, does another talent management automation area exist where the criticality of configuration capabilities is on-par (or sometimes even more critical) than recruiting? Yes.
Performance Management: Recruiting and performance management are fairly close as far as being HCM areas where a flexible and powerful (but also straightforward to use) configurability toolset is a huge difference-maker. The key reason why I’m asserting that performance management is the HCM process or system component where these capabilities matter the most is the following: Organizations often use more than one system for talent acquisition, so all of the impactful configuration capabilities don’t have to be provided in one product. Performance management on the other hand, including in the context of modern day continuous performance management (“CPM”) and real-time coaching, is almost always handled through just one product’s configuration capabilities; therefore, the performance management product used must have a configurability toolset that is frankly off the charts.
A sampling of such capabilities include aspects related to process design (e.g., 360 degree feedback or something else; as well as whether the process is goal or competency-centric or both), the process per each population segment or business area, weightings for goals and/or competencies, capturing coaching content and actions needed/taken, participation parameters, whether other “employee value indicators” are captured in the process (e.g., employee mentors others even though it’s not part of their job purview), how data is passed to other systems such as learning management, how kudos or other types of recognition are given, etc. And if an end- customer decides they want to capture something a bit more esoteric such as which competencies might become increasingly important or the opposite? Well this is where the PM tool’s flexibility and power are also on display.
If you’re in the market for enterprise performance management software that excels and differentiates by allowing users, including non-technical users, to shape and mold the system any way they need to, now and in the future, you should focus on configurability capabilities. The more impressive these are, the longer you will use the product when your industry counterparts are in replacing mode, and the shorter your time-to-value will be.
2018 has seen a shift in HR’s focus area. The emphasis is on “Employee Experience” now. It is about the experience an employee gets at work. A recent study has found that 83% of HR leaders cite “employee experience” as an important factor for organizational success. By offering a valuable workplace experience that meets professional needs and expectations of the employees, any business can drive employee satisfaction, workforce engagement and loyalty.
Employee Experience Impacts Engagement and Productivity
Employee experience encompasses everything happening at work, from company culture to physical environment to the technology solutions that employees use.
EMPLOYEE EXPERIENCE (EX)
An important element leading towards organizational success.
Why Should Organizations Care About Employee Experience?
It is important to transform disengaged employees into an engaged workforce. Disengagement impacts a company’s bottom line whereas engaged employees do everything in their power to move the team forward and accelerate business. Recognize patterns of disengagement and focus on engagement initiatives to improve employee experience. Make employees feel valued and care & appreciate the work they’re doing to improve their experience.
Redefine Employee Experience with HR Technology
Build a Digital Organization
Give an Irresistible Experience to Employees and Optimize your Business! With right tools you can cover entire gamut of employee experience.
Empxtrack provides HR tools to make life of employees easy and support them to manage work faster. The flexibility in the workplace and the support from employer improves overall Employee Experience.
The post contains a case study of one the largest financial service providers dealing primarily in remittances, foreign exchange and bill payment solutions. The company has a large support staff of more than 2,200 employees spread across 800 offices in 31 countries to provide end-to-end financial services to worldwide customer base.
The company faced challenges in efficiently managing performance appraisal process. Their subjective performance appraisal process resulted into unfair, biased and meaningless employee evaluation. Managers believed their instincts and gut feel to evaluate subordinates’ performance and behaviour. Overuse of subjective evaluation led to some risks and employee dissatisfaction. The company faced several difficulties in:
» Managing complex appraisal data for employees working at different levels.
» Managing numerous appraisal parameters and complex data.
» Deciding incentives for employees (with their consent) and paying them accurately.
» Establishing an unbiased and continuous performance management process.
» Involving employees in the appraisal process to increase workforce engagement and satisfaction.
Challenges were discussed with Empxtrack team with an aim to automate the appraisal system and get an affordable solution. The client needed a highly customizable, automated Performance Appraisal software that could manage their complex and vast appraisal data, in a systematic way using simple workflows.
After thoroughly analysing and understanding client’s requirements, Empxtrack team soon got on the job to provide the solution. A highly customizable appraisal system was designed that streamlined goal setting and performance review processes. The system had the capability to easily handle complex appraisal data in an easy and systematic way. Empxtrack appraisal system efficiently helped the client to map fields and score data of a large file with more than 162 fields.
The process was designed such that all stakeholders were equally involved in the goal setting, review and deciding incentive for each employee. Employees and managers got better visibility of employee goals and achievements.
Image 1: The image shows a part of the evaluation process with overall goal achievement for each parameter. The metric score card had multiple categories with several parameters, each parameter was assigned a weight.
Employees could view goals along with achievements for a specific period. Employees’ consent was taken before processing and finalizing their incentives and appraisal scores. They also had the option to reject the suggested incentive whenever there were issues. The system gave transparency and better visibility to all stakeholders, including HR, Reviewer, HOD and others, in employee achievements.
Image 2: The image shows final achievement score of an employee, appraiser’s feedback and a consent from the employee. The highlighted section shows an employee’s over achievement (105%) and consent taken before finalizing achievement percentage.