Performance Management System Screenshots

1
Performance Management System Screenshots
2
Self Menu Logon
Employees log onto the system after a launch
email, provided automatically from the system.
This is triggered by the Global Administrator and
will clearly explain to the users how to log in
to the system.
3
Self Menu My Dashboard
On logging in, the system will determine the role
the person has and the level of functionality,
self, manager, HR admin etc. A personal
Dashboard provides quick links to pages
frequently used, help advice, as well as a
reminder of things that are due or outstanding.
This could be review dates set by the individual
or manager or by HR globally.

• The left frame provides links that can take the
  employee to-
• Their personal details (some could be fed from a
  main HRIS system),
• Career Planning and aspirations.
• Development Planning
• Performance Planning
• Performance assessment
• Process documents and web links
• Links that will enable a workflow process to be
  facilitated e.g. a Submit to Manager link

• The right frame presents-
• General information and instructions
• Useful web pages and links
• Forms to complete data
• List of records to select from

4
Self Menu Help Information
In addition to standard help text, instructions,
and links to other web applications, Pilat HR
Pulse solutions can facilitate video clips for
disseminating information and supporting personal
development.
5
Self Menu My Resume
Typical Talent Management data includes
information around education, skills,
competencies, assignments, projects, mobility
etc..
Employee information can be lifted from other
systems like Oracle HR, SAP, Infinium etc to
populate any required fields in the Talent
Management application.
Employee information can be lifted from other
systems like Oracle HR, SAP, Infinium etc to
populate any required fields in the Talent
Management application.
Additional data can be entered or updated by the
individual and validated by the manager or HR.
Clicking on the New button will bring a pop-up
window for entering data. This will update the
resume on saving.
Additional data can be entered or updated by the
individual and validated by the manager or HR.
Clicking on the New button will bring a pop-up
window for entering data. This will update the
resume on saving.
6
Self Menu Job Description
Job Descriptions can be held on the system as
either attached documents or entered information.
These may be held as read only and controlled by
HR or the Manager or access can be given to
individuals to write their own.
7
Self Menu Career Planning
If Career development is encouraged, employees
can review their skills, experience, and
competencies to identify what other job
opportunities might provide a progression for
them. The level of match is identified as well
as any gaps. This informs the individual of any
gaps that will need filling to support their
career development.
8
Self Menu Career Planning
The employee can enter other specific data
related to themselves outside performance
plans/appraisals, such as career preferences.
These can roll on from year-to-year or be
categorised into an annual plan (i.e. each detail
is stored against a specific year).
9
Self Menu My Competencies
Personal competency assessment against current
role can be undertaken by employees. This can be
extended to a manager or even a full 360 feedback
on current performance.
10
Self Menu My Strength and Development Needs
Strength and development needs can be kept
constantly up to date by the employee against
both current position and any possible future
positions.
11
Self Menu My Current Development Activities
Development activities can be planned to support
personal development. It is possible to link
activities to company development resources if
required.
Workflow will prompt the individual and the
manager to review against submitted dates.
Part of the development planning progress can be
to identify, review, and set completion dates and
record evidence. The latter is becoming
increasingly important for IIP accreditation.
Employees can draft and submit requests for
development. Managers will be able to review and
discuss with individuals before approving.
12
Self Menu My Personal Action Goals
Any cancelled goals would be visible for
reference purposes. The Performance Plan can be
perpetual or can be configured as an annual plan.
Personal action goals can be at different stages
within the plan. Throughout the year, new draft
goals can be created. Some objectives can be
submitted to await manager approval. Other goals
that are in progress could be included in the
next performance appraisal.
13
Self Menu My Personal Action Goals
Goals and objectives can be compiled separately
or linked directly to manager or corporate goals
or competencies. In addition sub objectives can
be recorded if required.
14
Self Menu Self Progress Notes
Progress notes can be recorded against any goal
or overall performance.
15
Self Menu Key Challenges
Having determined the goals, employees can
consider the challenges, their strengths and
limitations and therefore any development needed.
16
Self Menu View Performance Plan
The Performance Plan compiles key objectives,
challenges, personal strengths and (if
appropriate) competency ratings and development
activities.
17
Self Menu Select Performance Review
Within an appraisal employees can record their
ratings and comments prior to submitting these to
their manager for approval and comment. The
process flow of this allows the mutually agreed
scores to be defined within a specification phase.
18
Self Menu Performance Rating
Each individual goal can be rated before
compiling the overall appraisal rating.
19
Self Menu Submit to Manager
On completion of goals, appraisal rating, and
development activities, employees can submit
their entries to their manager.
20
Self Menu Performance Survey
The effectiveness of Performance Management
processes can be rated by employees by completing
an online survey, providing useful information to
the organisation.
21
Self Menu My Reports
Individuals can review a number of reports based
on their own information, for example- resume,
development plan, competency assessment etc.
22
Manager Menu Information
The Manager will be able to review their direct
reports and their associated data/appraisals
etc.. On some screens the manager will see
different fields to complete, such as Manager
Comments. Other areas may be read-only.
A different menu of functionality appears in the
left frame.
The Managers home page displays their direct
reports and any actions required, e.g. the
finalisation of development plans.
23
Manager Menu Manager Summary
Managers have the facility to review and compare
all their employees data, running individual
summaries or permitting export to excel if
required.
24
Manager Menu Employee Goals
The manager can view and authorise submitted
goals or view current goals, previously approved.
25
Manager Menu Progress/Conduct Tracking
The manager can view employee notes and make
their own notes.
26
Manager Menu Talent Metrics
On a more sophisticated scale, it is possible to
record additional information on any employee
that might be required for talent management
decisions.
27
Manager Menu Compensation Planning
Compensation Planning can also be undertaken
within Pilat HR Pulse.
28
Manager Menu Compensation Worksheet
Reports can be produced showing full workings.
29
Manager Menu Reports
Reports are always configured around individual
company requirements. It is usual, however, for
Managers to have a number of prepared reports
that they can call on.
30
HR Administration Menu Information
Administrators at various levels of the
organisation could have access to the HR
administration menu. This would provide access
for all records, or split by Division/Department.
It is common practice for a security scheme to be
established to ensure certain administrators are
restricted on what they can see and do.
31
HR Administration Menu Performance Monitoring
Where performance and potential are to be
recorded, we can provide an interactive function
to allow HR and managers to record information or
moderate others input by placing the employee in
a particular grid reference.
32
HR Administration Menu Simple Search
More complex searches can easily be created using
the search wizard. This can use any of the
fields in the data base and will lead the person
creating the search through a step-by-step
process, building up a series of criteria. The
search is then named and stored for future
reference.
33
HR Administration Menu Simple Search
The returned list of employees from any search
can be viewed on screen.
Further reports can be run from a predetermined
menu. Reports can be exported with relevant data
to an Excel spreadsheet for further analysis and
presentation.
34
Reports
A pre-configured set of reports is compiled for
easy reference and use by HR.
35
Report Performance Monitoring
The administrator can access all the data both
employees and managers can, if required, or
alternatively run key reports to determine where
people sit in the process.
36
Report Performance Monitoring
37
Report Performance Monitoring
38
Report Performance Monitoring
39
Report Performance Monitoring
40
Report Performance Potential
41
Performance Management System Screenshots