eperformance Module Presented by: Rathinavel R Kanagasabapathy

Transcription

1 Make the Most of the PeopleSoft eperformance Module Presented by: Rathinavel R Kanagasabapathy

2 Hexaware - Quick Facts 5622 Employees globally (Dec 08) 15 th Largest software exporter (NASSCOM) 56 Million dollar clients (Sep 08) 68 Fortune / Global 500 corporations as clients (Dec 08) 178 Active Clients served worldwide (Dec 08) 262mn USD Revenues in CY Year of Foundation 2

3 Hexaware - Global Footprints AMERICA EUROPE APAC Toronto Brussels Bad Homburg Chicago London San Jose Atlanta Boston New Jersey Paris Frankfurt Tokyo Mexico Mumbai Pune Bangkok Chennai Singapore Sydney Proximity Center Delivery Center Sales Office 3

4 Vertical Focus BFSI ERP / HR IT TTHL 45% 36% 19% 40+ clients, skilled & experienced technical Consultants Core banking solutions expertise Retail Banking, Asset Management, FIX/SWIFT, Internet Banking, Wealth Management, Risk Management & Reporting, Compliance, Leasing Niche expertise in packaged applications like Temenos, Eagle, Oracle- PeopleSoft & APRM 100+ clients, 1500 resources, 750+ certified consultants Core expertise in critical applications like eticketing, passenger reservations, cargo handling, crew scheduling, aircraft maintenance etc One stop provider for : Oracle, SAP, PeopleSoft, Siebel Engagements with top 10 airlines in the world, with Specialized in developing more than 1200 vertical / domain solutions experienced consultants Alliances with Oracle- PeopleSoft, SAP-SI Specialized in HRMS, Financials, CRM, Supply Chain Expertise in IBM/UNISYS Mainframe, Open Systems and Web Technologies and specialized skills in TPF, ALCS, TIP, USAS, MAPPER 4

5 Verticals and Horizontals Vertica al Focus BFSI TTHL EV Domain Centers of Excellence BTO / Testing Solutions Business Process Outsourcing Enterprise Risk Management Technology Centers of Excellence HR IT and HRO Business Intelligence & Analytics Enterprise Solutions (PeopleSoft, Oracle, SAP, Microsoft, CRM) Horizontal Competencies 5

6 Make the Most of the PeopleSoft Make the Most of the PeopleSoft eperformance Module

7 Agenda Hexaware Corporate Overview eperformance Overview Key Features Business Process Setup and Configuration Generate and Perform Evaluations Embedded Analytics Integrations Implementation Considerations 7

8 eperformance Overview

9 Performance Management Recognize and compensate top performers Better motivate and retain employees Align Individual s goal with those of your organization Identify future leaders 9

10 eperformance A tool to support the entire planning and review process Self-Service module specifically designed for Managers, Employees and HR. Assess and plan employee performance and development needs 10

11 eperformance Performance Evaluation To assess and plan employee performance to meet the requirements and to administer salary treatments. Development Review To assess and plan employee development needs either because of a lag in skills or to meet the future requirements. 11

12 eperformance Features

13 Key Features Generate and Perform Performance evaluation and Development Review Collaboratively establish Performance evaluation criteria Evaluate job specific responsibilities and competencies Enter evaluation data including notes, ratings, weights and comment Employee-Enterprise p goal linkage Cascading ggoals Multi-rater and 360-degree feedback 13

14 Key Features Workflow and approval processing capability Alerts and Notifications Delegation framework Maintain Historical evaluations and view evaluations of indirect reports Embedded analytics and graphical reports 14

15 eperformance Business Process

16 Business Process Flow 16

17 eperformance Document Document refers to the Employee evaluation form which is created for every appraisal cycle to each individual employees either by manager or by employee or by HR admin. Each document has a Period Begin Date and End Date which h defines the appraisal period. Each document has one more sections like goals, initiatives, responsibilities, competencies, signature etc The document section could differ between the employee, manager and other roles involved in the Performance process. 17

18 Sample Document 18

19 eperformance Tools Language Sensitivity Checker Identify words or phrases in a performance document that an organization deems objectionable and view suggested alternatives Results Writer Evaluators using Results Writer tool to select predefined statements that describe and employee s level of proficiency in a particular competency Development Tips Development tips suggest ways for employee to improve, develop or use a competency based on their current rating level Performance Notes Enter notes regarding an Employee s Performance 19

20 eperformance Setup and Configurations 20

21 Core Configurations Configuration Item Description Document Types and Templates Roles Sections Rating Models Identify the document types that are valid for your organization such as Annual, Quarterly, Project, Development Review etc and design the document template for each of the document types Identify and setup the roles involved in the performance process such as Employee, Manager, Peer, Mentors etc Identify and define the sections needed in Performance document. Some delivered sections are Goals, Responsibilities and Competencies Values used to rate an employee s standard Content Types and Items Goals - Increase Customer Satisfaction by 10% Competency Abstract thinking Responsibility Prepare quarterly and annual cost reports Job Profiles Specify Competencies and Responsibilities for a specific job profile Notifications o and approvals as Configure notifications o and approval a process 21

22 Document Template Configuration Configuration Page Items Specified General Information Specify the template t id and template t name Page Specify the roles involved in this Performance process Specify if multi-rater and establish criteria steps are available Process Page Configure Multi-Rater and Establish Criteria steps Specify the performance review process Specify the performance approval process Specify the evaluation calculation rules Structure t Page Define the sections that t are included d in the document Define how document roles interact with the section Integrate with Profile Management Specify ratings, weights and calculation methods Content Page Specifies the job attributes or content items by which employee is measured Items can be from the content catalog, free form or download from non-person profile 22

23 Document Template General Page 23

24 Document Template General Page Process Page 24

25 Document Template Structure Page 25

26 Document Template Structure Page Content Page 26

27 eperformance Evaluation Process

28 Generating Performance Documents HR Administrators Managers Employees Access the Workforce Development module Schedule a background process to generate documents all employees or group of employees Access the Manager Self Service module Create Performance Documents for employees reporting to them Access the Employee Self Service module Create Performance Documents only for themselves Can specify the Manager Reporting employees is Has the ability to select the Selection Method for the generated documents specified by the Configure Direct Reports UI Manager/Mentor for the Performance or Development Evaluation Don t have the ability to clone the Performance Documents Has the ability to clone Performance Documents Has the ability to clone Performance Documents 28

29 Creating Performance Documents HR Administrator 29

30 Creating Performance Documents HR Administrator Manager 30

31 Creating Performance Documents HR Administrator Manager Employee 31

32 eperformance Self Service Manager Self Service Employee Self Service 32

33 Performance Evaluation Track the status of each step Employee View View or Edit the Evaluations Manager View 33

34 Performance Evaluation Evaluating Items Ratings Weights Comments Proficiency Description Target Ratings Calculate Ratings Override Calculated Ratings Add Items Edit Items View Graphical Reports Writing Tools 34

35 Performance Evaluation Edit Performance Items Goal Linkage Goal Due Date Goal Status 35

36 Multi Participant Evaluation Managers or Employees can nominate the other participants (peers, mentors) in the evaluation process. The nominations can be made anonymous to the employee or manager Manager or Employee can track the status (Accepted or Rejected) of the nomination Manager or Employee can review the participant evaluation The participant evaluation can be made anonymous to the employee or Manager 36

37 Establish Criteria This is an optional step and it is configurable During the Establish Criteria step the employee and the manager establishes the performance criteria for evaluation No ratings or Comments are entered during this step If this step is configured, the evaluation process will not begin until this step is completed. Typically this step can be used to establish employee goals 37

38 Key Administrative Tasks Transfer the documents from one Manager to the other. Change the status of a performance evaluation document Cancel or Delete Performance Documents 38

39 eperformance Embedded Analytics 39

40 Embedded analytics Setup Ratings Distribution table Analyze the Rating distribution by department, geographic location etc Compare the Preliminary, Final and Desired ratings These reports are interactive reports and they can be drilled down by clicking on the Graphical bars 40

41 Embedded Analytics Review the current status of Performance evaluation for a group or for the entire company This is an interactive ti chart and it can be drilled down to find the specifics of each status 41

42 eperformance Integrations eperformance Integrates with Core Employee Data in HRMS eperformance Integrates with Competency library eperformance Integrates with Enterprise Learning Management for managing employee learning activities eperformance Data feeds over to Salary Planning 42

43 eperformance Implementation Considerations 43

44 Implementation approach Perform initial project planning and schedule Define project team and training Understand the current performance process Asses performance program design/changes Analyze related process and potential improvement Configure tables and document templates Build prototype of performance documents Refine and re-calibrate the prototype Develop customizations, if any Perform testing Implement the system and identify the change management needs 44

45 Best Practices Develop SMART goals for all employees (Specific, Measurable, Attainable, Realistic, Time-Framed) Align individual goals with corporate objectives (Cascading Goals) Include an employee self-evaluation in the review process Use an iterative review process to allow the manager and employee to participate equally in the review Employ both weighting and rating of goals to provide meaningful visibility into an employee's actual performance Provide an calculated overall rating to make the results credible to employees, by eliminating subjective human bias Use anonymous 360 feedback to foster a culture of empowerment and accountability, while boosting the organization s overall performance Pay for Performance Culture 45

46 Implementation Roadmap Phase Duration Gather Requirements Fit/Gap Analysis Prototype Performance templates Configuration Development User Acceptance Testing End User Training Overall 2 Weeks 3 Weeks 1 Week 4 Weeks 3 Weeks 2 Weeks 1 Week 3-4 Months 46