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Goal setting helps managers clarify job requirements and focus employees on important aspects of their jobs. For the employees, goal setting helps in improving decision making and their performance.
PMAM HCM’s Performance Appraisal Module offers an easy-to-use, web-based tool for managers and employees to setup, manage and review performance goals.

The PMAM HCM Performance Appraisal Module helps managers to:

• Involve employees in setting effective, specific, achievable and time-bound performance goals which are in line with organization’s vision and mission and also individual preferences
• Establish timelines and measures to achieve the goals
• Monitor employee performance with respect to the set goals
• Review completion statistics and Progress Reports at a touch

In most of the cases, appraisals are done for raises, bonuses and promotions. However, the ideal objective of appraisals should be communication between employees, managers and the teams to share ideas, views, opinions and information.
PMAM HCM Performance Appraisal Module helps HR Managers effectively gather, manage and analyze peer feedback.

• Teams get along better by understanding each other’s work and sharing challenges in a non-offending way
• Get a broad team perspective and deeper insights into individuals
• Allow peers and superiors to appreciate team members by giving badges/endorsements
• Endorsements are tracked and easily available to the managers during appraisals

360-degree reviews help organizations harness the power of multi-faceted perspectives, identify strengths and weaknesses, and develop your company’s Human Capital to attain the set objectives.

• Structure and conduct 360-degree reviews that allow you to be responsive to changes in performance, leadership or output
• Choose from predefined competency and parameter templates – which help in understanding subjective areas such as teamwork, leadership or character
• Track, store and compare current and past assessments for effective analysis
• Give Mangers greater flexibility and increase performance review productivity through the capability to perform group appraisals of a team by giving ratings for a wide range of parameters at one time

Skill Gap Analysis, when conducted at regular intervals and in a structured manner, offers organizations a clear picture about the current skill set of the talent workforce in regard to the desired skill set. Once gaps are identified, strategies can be developed to close the gaps and achieve significant impact on skill level and performance.

• Aggregate organization level skills and identify the overall areas of strengths and weaknesses
• Provide crucial insights to Training Departments and Hiring/Recruitment Departments for business planning and execution
• Build synergetic teams with complementary skills, expertise and aptitude
• Identify and reward star performers
• Develop individual career plans and quickly make employees productive for given tasks

Performance Improvement Plans help employees to improve their performance and behavior in adapting to the objectives and goals of your organization. These plans also offer an opportunity to non-performing employees to correct their situation before any serious action is taken against them.

• Develop concise and clear Performance Improvement Plans with clear expectations and measurement metrics
• Establish short-term and long-term measureable goals
• Identify support and resources required to help employees make necessary improvements
• Facilitate periodic review, monitoring and feedback
• Recommend and assign suitable training and certifications
• Assess employees on pre-established measures to know the effectiveness of Performance Improvement Plan

In order to grow and thrive, companies need to know the best performers and lower performers in the talent force so that the best performers can be appropriately rewarded and training or measures can be taken for the lower performers. The Bell Curve Analysis is one of the effective ways to achieve this analysis.

• Identity and reward the key performers who are significantly contributing to your enterprise– thereby motivating them to continue their performance and contribution
• Encourage the middle level performers by organizing suitable training for them which will help them improve their performance
• Apply pressure on non-performers and boost their moral to help them perform better by giving them the skills they need to succeed
• Perform periodic reviews to know the effectiveness of the measures taken for employee performance improvement
• Identify the performance distribution buckets in the organization and take measures to match them with the actual requirements

The PMAM HCM Performance Appraisal Module offers customized dashboards which displays a snapshot of key performance data to give your organization greater visibility into your workforce skills and performance.

• Measure employee performance, reward key contributors and align efforts to help employees work towards organization goals and objectives
• Closely monitor and manage critical performance metrics and activities, giving leaders the ability to quickly make informed decisions to impact positive organizational change
• Have access to relevant and timely information about employees, skills and performances from multiple perspectives and at various levels
• Manage employees to optimize their performance, decision making process and steer the organization according to the set vision and mission
• Meet and exceed client expectations, requirements, and also industry benchmarks