Hi,
I am looking for an application that can support performance management in our organization, where the strength is 450. Can anyone suggest one and provide information on the cost as well in Delhi/NCR?
Regards,
Sweta
From India, New Delhi
Acknowledge(0)
Amend(0)
I am looking for an application that can support performance management in our organization, where the strength is 450. Can anyone suggest one and provide information on the cost as well in Delhi/NCR?
Regards,
Sweta
From India, New Delhi
Acknowledge(0)Amend(0)
Dear Sweta, Do let me know your coordinates so that we can touch base with you. Best Regards, Niraj Pradhan Ramco Systems ltd, India Hand Phone: +91 7428190630
From India, Bangalore
Acknowledge(0)Amend(0)
From India, Bangalore
Acknowledge(0)Amend(0)
Hi Sweta,
Your initiative is highly appreciable. Congratulations!
Appraisal software can be costly, and it can vary based on the complexities in the process, levels in appraisal, number of appraisals per year, type of appraisal (e.g., Self Appraisal - Appraisal - Review pattern, Goal setting and review, 360 feedback), data to be captured in the appraisal form, rating logic, fitment/normalization, reports, etc.
It has been observed that no two companies would be following the same process. So, my recommendation is to prepare a complete business process document with process flow, form parameters, reports required, business logic, etc., and share it with the vendors interested in supplying software.
Please avoid asking about cost upfront. This may lead some vendors to come up with a 'figure' to secure the order and later fail in delivering the software. Because, at the end of the day, the business should make a profit.
Also, if there is no HRMS in place, before getting into performance management software, get HRMS organized. Otherwise, it can be very difficult to ensure the accuracy of basic employee data, reporting relationships, etc.
For any successful implementation of Performance Management software, 3 to 6 months are required if requirements completely match with a ready-to-use product. Otherwise, the time required to understand and develop customization can be extra.
As the appraisal process is one of the most sensitive processes in any organization, you may need to take extra care when you launch the software. Ensure that employees and managers are properly trained to use the software and are aware of best practices.
Best of luck
From India, Bangalore
Acknowledge(0)Amend(0)
202Your initiative is highly appreciable. Congratulations!
Appraisal software can be costly, and it can vary based on the complexities in the process, levels in appraisal, number of appraisals per year, type of appraisal (e.g., Self Appraisal - Appraisal - Review pattern, Goal setting and review, 360 feedback), data to be captured in the appraisal form, rating logic, fitment/normalization, reports, etc.
It has been observed that no two companies would be following the same process. So, my recommendation is to prepare a complete business process document with process flow, form parameters, reports required, business logic, etc., and share it with the vendors interested in supplying software.
Please avoid asking about cost upfront. This may lead some vendors to come up with a 'figure' to secure the order and later fail in delivering the software. Because, at the end of the day, the business should make a profit.
Also, if there is no HRMS in place, before getting into performance management software, get HRMS organized. Otherwise, it can be very difficult to ensure the accuracy of basic employee data, reporting relationships, etc.
For any successful implementation of Performance Management software, 3 to 6 months are required if requirements completely match with a ready-to-use product. Otherwise, the time required to understand and develop customization can be extra.
As the appraisal process is one of the most sensitive processes in any organization, you may need to take extra care when you launch the software. Ensure that employees and managers are properly trained to use the software and are aware of best practices.
Best of luck
From India, Bangalore
Acknowledge(0)Amend(0)
The message from consultme is apt. You need to consider various inputs before successful implementation of PCMS.
- Is your HRMS robust?
- Are you using PCMS for feedback or is there variable pay calculation?
- Is PCMS goal-oriented or includes goals, competencies, etc.?
- Have you defined roles in your organization and goal templates?
- Do you follow a transparent process for feedback?
- Do you have any normalization process?
We can suggest some experienced HR professionals in the industry whom you can contact to get more information. If you can share your coordinates, we can direct you to the right persons.
Regards, Rajiv Salkar
Email: rajiv.salkar@infotrustservices.com
From India, Mumbai
Acknowledge(0)Amend(0)
- Is your HRMS robust?
- Are you using PCMS for feedback or is there variable pay calculation?
- Is PCMS goal-oriented or includes goals, competencies, etc.?
- Have you defined roles in your organization and goal templates?
- Do you follow a transparent process for feedback?
- Do you have any normalization process?
We can suggest some experienced HR professionals in the industry whom you can contact to get more information. If you can share your coordinates, we can direct you to the right persons.
Regards, Rajiv Salkar
Email: rajiv.salkar@infotrustservices.com
From India, Mumbai
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Professionalism for software engineers V.1.pdf
Using Bi-directional Performance Management.doc
LANGUAGE SOFTWARE.xls