HRMantra Performance Management vs Namely comparison

Create any kind of PMS like 180 or 360 degree system based on competencies & KRAs weightages for each group & generate bell curve analysis

Performance Chart

The performance chart of the appraised employees can be viewed through 3D customizable dashboards.

Monitor Performance

This will help you in monitoring in which direction your employee’s performance is moving in terms of Readiness, Final Rating and Potential.

Goal Setting

You can create goal setting with the help of KRA’s and there is also a balanced score card with its 4 perspectives.

Identify Training Needs

In order to identify training needs of an employee at the time of appraisals, create a competency development method and decide its options.

Different Appraisal Formats

You may have different appraisal formats for different organizational hierarchies and user levels so as to get an accurate performance evaluation.

Unbaised Performance Appraisals

All these features of our Performance management software help talent management through unbiased performance apppraisals.

KRA Form

The KRA form can be opened for the employee to see and set KRA’s by self.

Unlimited Pay Heads

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.

Performance Reviews

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.

Training Program

A training program can consist of many training topics and these programs can then be set at your company, department or designation levels.

Inter Year Analysis

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.

Unlimited Appraisal Levels

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.

Competencies Matrix

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.

Review Appraisee

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.

Succession Planning

You can also do succession planning with the help of color-coding theory.

Readymade Reports

There are lots of readymade reports for quick analysis.

Namely is a comprehensive human resources suite that unifies components of payroll, talent management, and benefits. The software has been the HR management platform of choice for about 400 companies and has handled more $2.5 billion in annual payroll and approximately 60,000 employees globally. Namely is a cloud-based program that enables companies to adhere and manage compliance and then streamline basic and complex HR processes, including payroll, benefits and talent management. The system is designed for mid-market companies and help them with stay on top of complicated processes of managing employee information or calculating paychecks that accurately shows deductions for taxes and contributions for benefits such as health insurance.