Modules
Performance Appraisal
Appraisal plan
Define review year period
- Review period
- Sub-period for Goal Setting, Mid-term & Annual Review
- Handling for Last quarter joiners
- Exclusion list management
- Competency management
- Moderator management
- Publish Plan and blast notification
- Skip and Moderation/Bell curving cut-off dates
- Archival of a appraisal plan
Goal Setting > Mid Term Review > Annual Review
Falls under review year period
- Define Goals & Weights
- View Competencies
- Submit to Manager
- Manager Approves
- Define New Goals throughout Year
- Goal Form Lock / Unlock
- Mid Term Review
- Self Assessment of Goals & Competencies
- Manager Assessment
- Succession Planning
- Annual Assessment
- Assessment & Rating for Goals & Competency
- Sr. Manager Approval
Moderation Process
Fitment and Bell curve for review period
- Moderation Group defined by HR Team
- Dates defined for Moderation
- Moderators and view Impact
- Submit to HR
Employee Growth Plan
Initiate
Review
Initiate
Review
Assessment
Questionnaire Based Recursive Review
HR
Review
HR track progress
Sr Mgmt
Review
Final
decision
- Questionnaire based appraisal
- Approval from Sr. Manager
- Notification to HR
- PIP Timeline is cyclic process
- Review and provide feedback
- Final decision is with Sr. Manager and HR based on feedback.
Create
Plan
Create
Plan
HiPo
Identification
Identification of high potential employees
Fill IDP
form
HR track the progress
Capability Dev
Dept
Capability Dev
Dept
- Identification of high potential
- Identify their growth need
- Questionnaire based appraisal
- Capability development trainings organized.
- Recursive process
Compensation Workflow
Compensation Process
Increment
Config
Admin
Breakup
Config
Admin
Run
Simulation
Admin
Finalize
Numbers
Admin
Dissemination Process
Upload Final
Numbers
C&B
Final number
Moderation
Business
Leaders
Reconciliation
C&B
For Compliance
Letter Generation
& Distribution
HRSS Dept
- Setup rating vs increment matrix
- Setup CTC breakup
- Provide other basic information like grade, HRA, Location etc changed
- Run simulation
- Finalize numbers
- Upload Final numbers to aptus360°
- Moderation/correction on final numbers
- Break-up and letter generation & distribution, provide final number to payroll team
- Reconciliation pre/post payout
360° Feedback
360° feedback enables the organization to conduct the appraisal or performance assessment of an employee through feedback received from the employee's immediate work circle, i.e. feedback from all those who observe or are directly affected by the performance of the employee.
This would include:
This process is most suitable for the middle and senior level management personnel, who regularly deal with people within/outside the organization. Complexity of their roles makes it difficult for the organization to comprehensively assess their performance. 360° feedback facilitates in generating sufficient data from all stakeholders for a meaningful assessment of the respective employees.
The feedback, thus collected can be used by the organization to plan appraisals, performance improvement, and trainings for the development of the employees.
Highlights:
- Easy navigation with impressive user-interface
- Feedback process is quick and questionnaire based.
- Offline capability of giving feedback in well formatted Excel
- Result may be translated to
- Final consolidated rating.
- Final Rating at question’s category level.
- Evaluation of responsibilities or behavior of employees to their customers, peers, sub-ordinates, etc.
- Application level Configuration
- Definition of review period
- For all or
- Specific group of people (grade, location, division-wise, etc.)
- Appraise and respondent mapping
- Define sub-admin(with limited access) to track & follow the progress
- Grade and Questionnaire mapping
- Questions and Category mapping
- Provision of Negative questions
- Definition of review period
Other Appraisal workflows
- Questionnaire based appraisal
- Manager rate and recommends
- Promotion panel validates and suggest
- Sr. manager approves
- Final Instruction for HR
- Appraisal when Supervisor is to be changed
- Supervisor initiate for each Employee
- Gives feedback / Assess each Employee
- Send it to Sr. Manager for approval
- Once Approved, include new Manager
- Track Performance of persons in Project
- Internal to Manager & Employees
- Goals Manage by Supervisor
- Current Goals based appraisal
- Tracking of project progress and key resource