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Performance Management System Workflow

The document describes the process flow for employee performance management. In the preparation stage, employees are assigned positions which are then mapped to roles defining key result areas (KRAs). For unmapped roles, SBU-specific KRAs are used instead of role-specific ones. In the planning stage, HR data and defined KRAs are provided to appraisers to create objectives for employees or use templates. Employees accept the KRAs finalizing the performance management system document before review begins.

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Aniket Samant
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66 views1 page

Performance Management System Workflow

The document describes the process flow for employee performance management. In the preparation stage, employees are assigned positions which are then mapped to roles defining key result areas (KRAs). For unmapped roles, SBU-specific KRAs are used instead of role-specific ones. In the planning stage, HR data and defined KRAs are provided to appraisers to create objectives for employees or use templates. Employees accept the KRAs finalizing the performance management system document before review begins.

Uploaded by

Aniket Samant
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd

Process Flow - Preparation Stage Here in the Performance Management System (PMS) the employee is tagged with a particular

position. Once the position is assigned to the employee the next step is mapping. Now there are two possibilities that the position is either mapped to a particular role or the employee remains unmapped. Now the mapped role/job comprises of two parts one is the predefined Role specific KRAs and the other being Individual KRAs as defined by the line manager. Now in the case of unmapped roles the predefined SBU specific KRAs are there and the role specific KRAs do not exist but the individual KRAs by line managers exits in this case also.

Process Flow Planning Stage Now once the preparation stage is done the entire embedded human resource information including personal/organizational data, appraiser/reviewer details and the KRAs defined based on the SBU / roles. All this information goes to the Appraiser where he creates the KRAs for the employees or he adds the templates based on job. Then this KRAs goes to the appraisee for acceptance once he gives his acceptance the PMS document is finalized with KRAs, objectives and measures that will be followed for that appraisal period. Once this is done then the planning process is said to be done and then the PMS moves to the review stage.

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