Performance uses Key Performance Indicators (KPIs) or Performance Goals, and competencies to measure employee performance. It uses the Balanced Scorecard approach, whereby KPIs are organized into the four perspectives of Financial, Customer, Operations and Learning & Growth. Through parent-child relations KPIs are cascaded down from the highest organizational level to individual employees, offering a clear line-of-sight between organizational KPIs and employee’s KPIs.
Performance measures organizational performance using KPIs or performance goals. Through a top-down approach, top level corporate KPIs are cascaded down to division, department and unit KPIs through a parent-child relationship during planning stage. In evaluation (measurement), the process is reversed by measuring from the lowest level and flowing upward to the corporate level. Employee Scorecard measures employees’ performance using KPIs and competencies, with individuals’ KPIs being linked to those of the organization units. The key results are then presented graphically in the Performance Dashboard.
Key Features
1. Automated performance scores of employees and organization units
- User-defined weightages
- Flexible formulae using stretched, target and threshold yardsticks and a user-defined entry score
- Unlimited organizational levels and unlimited number of employees
- Multiple sessions per year and across different organizational units
- Replication of previous years’ KPIs
- Wide selection of measurement units; for examples, unit, RM, date, period
2. Analysis of KPIs
- Drilldown of KPIs at corporate level down to individual employees, providing a clear line-of-sight between organizational KPIs and individual’s KPIs
- Unlimited levels of drilldown
- Birds-eye view of KPIs of employees
3. Competencies Analysis
- Gaps analysis; target versus achieved
- Competencies inventories
- Powerful search; employee, competency, organization
4. Performance Chart
- Data-bound charting of employees’ performance
- Drilldown and flow-up of charts for different levels of organization
- Moderation of employees’ performance scores at different levels of organization
5. Performance Analysis
- User-defined weightages for KPI:Competency ratios, as well as weightages for different competency groups
- Analysis for employees, age groups, demographics, salary groups, years of service, levels of performance etc
6. Rewards Analysis
- Bonus and increment
- Year-on-year, division and department
7. Rewards Simulation
- Rewards simulation on the fly
- Unlimited user-defined rewards schemes
- Simulated results can be committed to actual payout through link to payroll system
8. Performance Dashboard
The dashboard provides graphical presentations of key results on KPIs, competencies, performance scores, rewards and other vital information. There are wide selections of graphics including dials, speedometers, thermometers, various 2D and 3D charts etc. Some samples of these are shown below. Typically, the dashboards are custom built to the requirements of a customer.
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