hrm_ performance management system

8/10/2019 Hrm_ Performance Management System

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I N P U B L I C S E R V I C E S

UPM : GROUP

ASSIGNMENT 2014



OVERVIEW

INTRODUCTION OF HRMIS

PERFORMANCE MANAGEMENT SYSTEM & HRMIS

PROBLEM STATEMENT

ANALYSIS

RECOMMENDATION & IMPLEMENTATION

CONCLUSION



HRMIS

• A computer software intended for simplification of HR management process,

improvement of its quality via automation of the basic (routine) objectives & activities.

• The main purpose to enables the most efficient use of human knowledge, talent, skills

& capabilities in order to achieve an organizational goal.• System development initiated in April 1999 and completed in September 2006

• Objective of HRMIS

To establish a mechanism to collect, process and update comprehensive data on

the size and composition of the civil services

To establish an automated payroll for the civil service & ensure that wage bills is

properly reflected in the budget & MTEF

To support decision-making on a feasible medium-term, civil service reform

strategy that leads to improvements in performance of personnel management

functions.

HUMAN RESOURCE MANAGEMENT INFORMATION SYSTEM



LOG-IN TO HRMIS



• Set up the annual target of an individual personnel in line with organizational goals as

well as to generate annual performance evaluation reports.

• Link performance with career development, development requirement and selection of

award on outstanding performances

• 3 main focus

Strengthening of PMS Recognition & rewards

Effective counseling services

• Level of measurement

Management/Supervisor: track the performance against targets as well asidentifying the employee needs and improvements

Employee/Staff: clarify duties, defines the performance standards and

reviewing/evaluating the individual performance.

PERFORMANCE MANAGEMENT



PMS & HRMIS

• Computerized PMS will assist an organization to develop intellectual capacity as well

as promoting employee retention and performance enhancement.

• Main features of Appraisal & Employee Retention;

Setting up the annual target jointly by the supervisors and respectivesubordinates

Comprehensive weighting/scoring system during appraisal to provide more

objective evaluation

Formation of departmental coordination panel on performance appraisal and

salary progression

PERFORMANCE MANAGEMENT SYSTEM IN HRMIS



PROBLEM STATEMENT

The Performance Management Module in the

HRMIS that governs performance management,

appraisal & employee retention system in thepublic service is inefficient where it failed to serve

its purpose to benefit the workers as hoped.



ANALYSIS & FINDINGS

No Proper Job Description

Old, Outdated, Improper & Shortage Of Computers

Key Performance Indicator Not Included

Appraisal Are Very Subjective & Bias

No Feedback After Appraisal & Lack Of Transparency

Ineffective Grading System & Unattractive Packages

No Integration Between Training & HRMIS



ALTERNATIVE ACTIONS

Finding/Problem Recommendation

No Proper Job Description Perform Job Analysis

Old, Outdated, Improper &

Shortage of Computers

Upgrade Facility & Perform

System Modification

KPI Not Included Incorporate Target & KPI Function

in the System Appraisal Are Very Subjective & Bias

No Feedback After Appraisal

& Lack of Transparency

Perform Feedback After Appraisal

& Transparent Grading

Ineffective Grading System

& Unattractive Packages

Improvise Grading System &

Attractive Retention Program

No Integration Between Training & HRMISPerform Integration Between

Training & HRMIS



RECOMMENDATION

Perform Job Analysis

Upgrade Facility & Perform System Modification

Incorporate Target & KPI Function in the System

Perform Feedback After Appraisal & Transparency Grading

Improvise Grading System & Attractive Retention Program

Perform Integration Between Training & HRMIS



GROUP RECOMMENDATION

Incorporate Target & KPI Function in the System

Perform Feedback After Appraisal & Transparency Grading

WHY?

Do not require additional budget

Involves decision from PSD and related agency without bureaucracy

BEST IMPLEMENTED SIMULTANEOUSLY



IMPLEMENTATION

MODEL IN CHANGE MANAGEMENT



CONCLUSION

Encompasses the whole of the human resource management process from

appointment to retirement, has enhanced the quality of the public sector.

New approach in human resource management that is more comprehensive

and integrated to overcome the many challenges of public sectormanagement.

A platform for sharing information faster and improving communication

among agencies.



THANK YOU

hrm_ performance management system

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