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Darwinbox is a cloud-based, feature-rich human resources management system that emphasizes on usability and data protection. ... The software unifies all your HR processes, enabling you to be on top of your employees' whole lifecycle with a centralized, singular platform.
Create any kind of PMS like 180 or 360 degree system based on competencies & KRAs weightages for each group & generate bell curve analysis
The performance chart of the appraised employees can be viewed through 3D customizable dashboards.
This will help you in monitoring in which direction your employee’s performance is moving in terms of Readiness, Final Rating and Potential.
You can create goal setting with the help of KRA’s and there is also a balanced score card with its 4 perspectives.
In order to identify training needs of an employee at the time of appraisals, create a competency development method and decide its options.
You may have different appraisal formats for different organizational hierarchies and user levels so as to get an accurate performance evaluation.
All these features of our Performance management software help talent management through unbiased performance apppraisals.
The KRA form can be opened for the employee to see and set KRA’s by self.
Even if you have the most complex payroll in the world, HRMantra payroll software can handle it. Create unlimited pay heads using very powerful formulae & parameters to calculate loan, bonus, salary & tax calculations.
HRMantra PMS software helps in keeping an all round tab on the performance of your employees by getting them appraised in an unbiased manner by their bosses, their subordinates, their clients, their peer group, the HRD and the employee himself. These performance reviews are online, can be customized to each position and done whenever required.
A training program can consist of many training topics and these programs can then be set at your company, department or designation levels.
You will also quickly know percentage of pending appraisals as also eligibility for appraisals department wise. You can do inter year analysis of performance to check which employees performances have degraded or improved dramatically compared to last year.
You can create any number of appraisal levels like self, HOD, peer groups or sub-ordinates giving you the options to set 180 or 360 degree appraisal system. Each of the appraisal levels can have different weightages and select whether one appraisal level can see the other person’s evaluation or not.
You can create competencies matrix and map it to a role giving different weightages to each competency. Similarly create the key result areas (KRA’s) at any organizational hierarchy level and for each such department for a certain KRA you may have many key performance indicators or measures.
In the final appraisal form, the appraisal committee can review the scores of the appraisee and the appraisers. After checking their scores they can give recommendations and also decide what kind of training programs he needs to undergo to be able to handle his next job assignments properly.
You can also do succession planning with the help of color-coding theory.
There are lots of readymade reports for quick analysis.
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