HR ERP : P erformance M anagement M ODULE. G roup III N ilesh Jain (26) F azeel Kazi (29) P rashant Kokare (31) S umeet Kudal (32) A jay Patel (62) Milind Walke (65). HR ERP – An Intro. Human Resources is a fundamental part of the scheme of every successful enterprise,
Nilesh Jain (26)
Fazeel Kazi (29)
Prashant Kokare (31)
Sumeet Kudal (32)
Ajay Patel (62)
Milind Walke (65)
Individual Development Plan
Career Advancement Potential
Final Rating by Reviewer
Assessment by Moderation Committee
Final Results of Performance Appraisal
Initialization of Performance Appraisal Process—Notice to all departments at HO and Sites
Check for applicability
(Applicable or Not-Applicable)
Employees joining before 30th September
Probation Period Appraisal
Step 1- Identification of Category
1. LEVEL A
2. LEVEL B
3. LEVEL C
4. LEVEL D
Step 2- Self-Appraisal
Step 3- Appraisal by Appraiser
Step 4- Appraisal by Reviewer
Calculation of overall ratings of the employee
Review by the Accepting Committee
Assessment by the Moderation Committee
Decisions to be taken on increments, incentives and Promotions.
Conveyance of Results
Implementation of Results
Traditional – Typical Paper-Pencil approach.
Data cannot be used for further processing.
Not integrated real time to other functions such as
Overall the process just looks as a formality.
JOURNEY: PACE s/w was started in 1997. It goes through yearly improvement. It helps in better alignment.
Working software in place – some seriousness in impl.
Online – ease of track and access.
The process brings in more involvement.
Not linked to other functions of organization
Organization Wide view missing.
Difficulty in querying and reporting