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Every organization needs a mechanism to monitor the progress of its employees. Without an HR management tool of this sort, it would be impossible to ensure proper employee interaction with their functionality up to maximum potential. Almost every next-gen organization today is adopting the 360-degree feedback performance management system as a solution.

A 360-degree performance management system enables each individual, who is a part of the company, to receive feedback from peers, co-workers, supervisors, customers, etc. This idea has come into being due to its multiple features and advantages such as:

Offers a comprehensive view of employees’ performance:

The first aspect of a 360-degree review is self-appraisal. Self-appraisal is a process in which the individuals list out the points that judge his or her own performance. After this, others are consulted and opinions of superiors are taken into view. Opinions gathered from staff are sure to be more persuasive. This contributes to the personal growth of the employee if he or she takes the feedback in a constructive manner.

Behavior measurement technique:

An individual can be excellent at his or her work but might not be a team player. Getting to know opinions of others gives a clear picture of how the individual employee functions as well as his/her performance in a team. It also highlights the character and a measure of how effective the employee is as a leader. The online performance management platform provides an insight on whether the employee is open to ideas and feedback.

Team development:

When all the employees participate in activities like these, it results in developing the culture in the organization. The supervisors can then use this acquired knowledge to access the capabilities of each employee and assign them a suitable team which gives rise to better output on the whole. On top of that, it contributes to analyzing interests of employees for future development.

Training programs:

Once there is a clear need identified for upskilling, learning and development, the company can organize training sessions. This enables their workforce to be more competent.

Therefore, many next-gen companies are implementing the performance management software to initiate effective appraisal methods to promote well-being and proper functioning.

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Millennial is referred to an entire generation born between late 1980s and early 2000s. This generation constitutes a significant part of the current workforce and by 2020, millennials will form 50% of the global workforce (Source: PwC report).

Managing Millennials at the workplace presents a unique set of challenges. They are tech savvy, energetic, smart and specific in their approach towards life and career. Millennials are just more confident about their skills and expertise than the previous generations.

The key factors that drive the performance of Millennials are:

1. Freedom: Millennials love freedom and flexibility, in life and at work. They appreciate freedom to express themselves and minimum interference in their work. They love to experiment, innovate, and to be creative. Businesses need an open, liberal work environment to keep the millennials engaged.

2. Work Life Balance: Millennials emphasize on a good work life balance and seek companies that provide it. They do not welcome official calls/emails after work hours as they give equal preference to their personal lives and rather spend time with their friends, family etc. They strive to maintain a balance between their professional and personal lives.

3. Engagement with peers: Businesses understand the importance of engaged employees at the workplace and with the millennials, employee engagement matters even more. Millennials seek opportunities to interact and bond with their peers, seniors or subordinates to explore and learn as much as possible.

4. Minimum Hierarchy: Millennials prefer simple and direct reporting. They like to approach their supervisors directly, as they feel it reduces complications and speeds up the process.

5. Cross Functional Roles: They seek varied kinds of tasks and projects and lose interest if they have do the same kind of work over a period of time. What excites them is the opportunity to diversify their portfolio and learn new skills by taking up cross functional responsibilities. They observe, provide suggestions and take deeper interest in new areas of expertise.

6. Fun at Work: Work must be fun and so should be the overall experience at the workplace. Having an office party, celebrating little moments of success, taking out time for outdoor, fun and recreational activities are a few things that help keep the millennials driven and motivated.

7. Growth: One of the key drivers for performance for millennials is growth. They are constantly seeking to grow, keen to learn new skills, sharpen their existing skill sets and love to travel extensively, build new experiences. They wish to be a part of a growth enabled and a diverse work culture. If they do not find these opportunities within their organization, they start looking out for better opportunities.

8. Feedback: There’s a common misconception that Millennials are not open to feedback, while they are in fact, more open and welcoming than their previous generations, to any kind of feedback that helps improve their work. They regularly seek real-time feedback, both positive and negative. It drives them to know if they are keeping up with the pace of their organization and where do they stand as per the set expectations.

9. Learning & Development: Learning & Development forms the basis of growth for an employee in an organization. Millennials place great emphasis on learning opportunities, training and development, to stay competitive.

10. Intrapreneurship: Millennials enjoy taking up new challenges. They like leading projects, initiatives and causes, hence creating a larger value for the employer. They are motivated when they get an opportunity to lead, innovate and challenge conventional thinking.

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The modern day HR is responsible for constantly aligning employees’ personal goals with that of the organization for enhanced productivity. Online HR solutions can be of great help in achieving this objective. Once you make all information readily available for your employees, it enhances transparency and builds a sense of trust and confidence among the employees.

Such a cloud-based solution provides the administration with key features which lets them regulate how much information is accessible and that all sensitive company data can be accessed and managed only by key personnel.

Here are a 3 effective ways to enhance transparency and encourage employee alignment:

  1. Performance Tracking: There are tools available that can be used to assess employees continuously. Being able to track employee performance also helps to understand how much an employee should be rewarded. By making performance appraisals transparent, select information is made accessible to employees. This keeps them informed on their performance and the parameters that lead to successful appraisals.
  2. Information Accessibility: An online solution makes it easier for the employee to access necessary information related to their work on-the-go. From personal information, attendance, payroll, leave status and reviews, everything can be viewed by the employees. This helps them stay motivated to work better and contribute more to the company.
  3. Not biased: Since such solutions are algorithm based, it avoids bias of appraisals to certain people. It is objective and thus makes sure that there is no difference of opinion between managers and employees. The amount of work a person does is clearly reflected in the system.

Customized cloud-based solutions not only allow to you to have effective transparency within the company but also allow you to maintain confidentiality when required. And most importantly, it helps to store complete employee data on a single platform.

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The overall productivity of the company is increased when the employees have a proper work-life balance, that leads them to be more motivated and less stressed at work. Having an ownership of their own lives can help them strike a balance between their professional and personal lives.

Having a positive work-life balance allows companies to enjoy higher employee retention rates, increased loyalty and improved in-house expertise. Having a cloud-based HR solution can help you promote a healthy work-life balance in these 5 ways:

  1. Educating Employees: While through your HR software you can arrange training and workshops to help employees hone their skills, you can always arrange seminars on the importance of work-life balance. This will help employees understand the importance and the emphasis that the organization places on managing both the aspects
  2. Keep a watch for burnout: While your employees might love working for long hours, rarely would an occasion occur when they come forward and tell you that they are over-burdened with work. Online HR software makes sure that at a time only certain tasks are given to an employee, and once those are finished only then new tasks are added. This ensures that the employee never feels pressurized.
  3. Taking employee surveys: Online surveys can be conducted within the company for HR staff to understand the situation of employees and thus take recreational steps accordingly. Employee will feel that their opinion is equally valued
  4. Offering Benefits: Providing health benefits to employees will result in fewer absentees, that can boost productivity and reduce the need to work extra hours
  5. Flexible Hours: Letting employees be in charge of their working hours in a given day, allows them to manage their time and plan well to execute their tasks

These are few of the many benefits a cloud-based HR solution can provide to a company, which lead in keeping the most important asset of the company – the employees, satisfied and happy thus encouraging them to maintain a healthy work-life balance.

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In the course of running a business, while being able to advance the business and products may be essential, it is also important to know one’s own strengths and weaknesses. In a commercial venture the strength and weaknesses of the business lie in the abilities and the shortcomings of the employees. This goes to imply that the strengths of the employees become a strong factor for the growth of the business, which is why it is essential to make sure that the strong points of the employees are identified with the help of a performance management software and worked upon to polish them and make them more efficient in their job, in turn positively affecting the performance of the venture. In order to be able to help the positives of employees work for the company, one must learn to evaluate the performance and the strong points of the employees.

The best way to be able to identify the good performance of employees is to make sure that the actions and the initiatives of team members are noted down and escalated to the right authorities. This is the most effective way to gain knowledge about how the employees are faring in their job. Giving pilot projects or sample tasks to the employees is another way of testing their attitude towards their job and the way in which they respond to demands of situations. The use of employee performance management software is also one way to make sure that the details of employees performance are taken to note and referred to when the need arises. The results or the outcome of the efforts also speak volumes about the way in which they persevere to perform at their job, this implies that checking the achieving of targets and the kind of initiatives that the employees take is one way of knowing the extent to which a particular employee has been performing.

Being aware about the performance of employees working for a system is very important for the growth and the well-being of the business, because staff that works hard, creates a marvellous company.

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The working of a business organization and the success of the venture depends majorly on how the people hired for work in the organization are performing. When the performance of the staff is impeccable, the company is destined to touch new heights, however, the intervention and management system of the HR staff also greatly influences the way in which the performance is gauged, analyzed and projected. This is one of the reasons why a performance management software becomes an essential tool in the working of a business.

In the process of checking the growth, progress and success ratio of the staff of a company, one must be able to use the right methods so that the actions and initiatives of the people do not go unnoticed and people are rewarded or corrected at the precise moment.

There are 5 main ways in which a good evaluation of performance of employees may be made.

Open communication

Having an interactive and involved style of working, helps in keeping open communication among senior and junior members of a team. When the team members discuss and communicate the performance and initiatives of the staff automatically come to light.

Regular review meetings

Having regular review meetings is another effective method to gauge the ways in which the employees are performing in an organization. Listing out all the data related to performance and initiatives of employees on an employee performance management software is also a fool proof way to make an evaluation.

Peer reviews

Peer reviews in the organization and taking opinions of each staff also contributes greatly to the goal of getting a perfect performance evaluation of each employee.

Realistic performance view

Finally, the numbers speak, which is why the growth in business or the lack of it must be checked regularly to get a true picture of how the employee or employees have been performing. Having the right means and resources to get a grip on performance of employees is a direct route to achieving success in business, which is why it is important to have a realistic view of how the employees have been faring at their job.

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In the process of growth of a business, there are different sorts of employees that need to be dealt with. Some employees are those that hold extraordinary talent and potential and work with complete sincerity with the greater good of the business on their mind. On the other hand there are employees that need prodding and encouragement to be able to bloom into the potential that they were hired with.

However, with a constant time crunch and the looming need to expand businesses, a lot employees are neglected and eventually the abilities and the enthusiasm of the employees fades out. In such cases, it is important to track employee performance and give each employee their due in terms of acknowledgment as well as special levies. The most convenient and fool proof way of achieving this is in the form of employee performance management software.

The software helps in identifying and taking note of special initiative and talents of an employee, which may then be used in filling spaces in the higher levels of the company, giving opportunity to the present employees for promotions and hikes. When a software is being chosen for the performance management of employees in a company, a few standard questions must be asked by the buyers so that the investment in the software is a safe one. The most important factor is whether the software is customizable according to the special needs and requirements of the business, this feature helps in making the performance management software a more resourceful investment for the company. It must also be ensured that the software contributes to the awareness of the employees about their responsibilities and their career path in the company. The software must act as a tool for the advancement and expansion of the company’s business processes. It is also important to find out whether the software measures up to the existing IT systems of the company to ensure the smooth working of symbiotic IT processes. Finally, one must ask about the time that the implementation process takes.

When all the questions pertaining to the performance software are answered with a satisfactory reply, it may be assumed that the software is perfect for use in the current setting of a company and one may be able to safely invest in the suite.

When your requirement is for a one stop solution for performance management software, trust the solutions from ZingHR and take your business to new levels of success.

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Human resource management is an important pillar of a business or a firm. Whether the organization is a new one or old, having efficient staff at work is always a matter of priority. If the staff sourced by the human resource team is not efficient, there are chances that the business may have to suffer due to the wrong choices of a recruiter or a recruitment team.

With the growing popularity of technology in business, the task of recruitment has also started depending greatly on technology ad software. More and more people are investing in software that help in the recruitment and other HR processes in a firm.  With the help of these software it is ensured that the processes to be carried out by recruiters are done in a simplified and an efficient manner without the risk of going wrong. The software systems help in ensuring maximum productivity for the firms and a helping hand for the human resource teams.

Providers of solutions for recruitment and HR processes such as ZingHR offer a line of products which help in the efficient running of the human resource programs and practices of a business or a company. These products help in cutting down unnecessary effort while maintaining the efficiency and customization required in the hiring process as well as payments and policy implementation processes of a company. This range of software programs help in reducing the costs of a company and also make sure that the quality in recruitment is not compromised giving maximum functionality to a business and high value for money. The use of such programs also help in taking the HR process of the company to the cloud making it secure and saving important data space for the firm to store other important material.

Modernizing the process of human resource management with the help of software programs is a new and innovative solution to achieve more out of less investment with a limited time and getting the process completed in a completely customized fashion. With the growing popularity of the internet, it now seems like a necessity to invest in a software program that works for efficiency in recruitment and HR processes.

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As human beings, most of us like to be praised for our actions. When praised genuinely, we feel happy and motivated to do better for the similar action. This happens most of the time in our personal life.

Does it happen in our corporate life also? Research shows that most of the time instead of being PRAISED we are APPRAISED. We are JUDGED. Our work is RATED. We are force-fitted into a BELL CURVE.

Thank to the hundreds of corporate customers whom ZingHR has worked with evolving some Best Practices in Performance Management Process, we have been able to summarise some of the key features that CEOS / CHROs are looking for in the e-Performance Management Process (ePMS), along with how ZingHR ePMS module has addressed them:

Appraisal process should be just a sub-process of an overall Performance Management Process, instead of the end objective.

ePMS should go beyond an annual recording exercise, which usually results in more heart-burns than motivation. It has been researched that such an exercise done without the spirit of Development, often turns out as a big motivator and most of the team members end up being a non-believer in the Appraisal system.

The Goal Setting Process should help employees have a meaningful interaction with their immediate managers and agree on a common roadmap with clear roles, responsibilities and support required to meet the common objectives.

  • ZingHR has a simple workflow including iteration and approvals for Goal Setting. KRA or KPIs as most organization call it, are set with targets set monthly, quarterly or annual. Appropriate choice of rating scales help you decide the best one for your organization.
    Balanced Score Card Framework should help both the employees as well as the managers to align themselves to the organisational goals, hence feel much more confident about their contribution to the organizational growth and success.
  • ZingHR Balanced Score Card Framework, help alignment. Apart from standard perspectives like Customer, Financial, Internal Process and Learnig & Growth, organizations can also add their own perspectives like Social Responsibility, Safety…
    Ongoing Process: One of the key elements to avoid bias of near time period effect, it is important that there is a continuous dialogue and feedback mechanism with the employee. This helps course correct performance gaps, and also carries the message that there is a genuine interest from the manager for the employee to succeed.
  • ZingHR has incorporated the Critical Incidence Diary (CID) for this purpose, wherein there is a constant dialogue over critical incidences, both positives or otherwise. This also helps in scenarios wherein the reporting manager has changed in between an assessment period, as it carries records of the previous manager. Competency Framework: People come with different Competency types and Competency levels. It is desirable that there is a framework to identify such competencies and help them move climb the competency levels.
  • ZingHR platform helps you define in a structured manner appropriate Competencies required for the Organisation across various functions and levels. These competencies and their measurement thereon, helps arrive at gaps and hence evolve a Personal Development Plan (PDP) including a Training Plan.
  • ZingHR believes that one of the major contributor of the Performance Management Process is to take the Performance level of team members as individuals and hence the organisation as a whole to the next level. The Development Plan and the Training Plan forms a key part of ZingHR offering.

New UX:

ZingHR believes that User Experience (UX) is of utmost importance especially, in an ePMS, as it is a new paradigm for users to adopt an online system, while they may have been more comfortable in filling a physical form. In line with the new UX that has been launched for many modules in ZingHR like Employee Self Service Portal, Leave Management, Time & Attendance, Claims & Expense Management, Employee Dossier; ePMS is being redesigned. You can expect all existing features with a new UX by February 2015.