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The Most Disliked HR System

Most of the organizations have successfully (?) migrated to the online Performance Assessment System. However, users across organizations are still unhappy about the functionality of the online system.

 

While the assessment process largely depends on the company philosophy, the HR team has great scope to design the system. Half of the troubles will go off if the system is designed carefully.

 

Here are some of the inputs based on my experience as a user as well as process owner:

 

Ease: The system should be easy to operate. Preferably a desktop icon that takes employee to performance monitoring page for current assessment period should be available. Else, there should be a direct link available in Employee Self Service portal. It sounds simple, but in many organizations the employee still needs browse through number of links and filters to visit the self assessment page.

 

User Interface: An unanimated look puts employees off from visiting the assessment page. Well articulated tips related to respective stages in the process may help employees. Nice performance quotes/ graphics can put a smile on their face as they browse through.

 

Openness: In few companies, employees can record important points against the performance criteria throughout the performance period (from day one!). This saves employee from remembering the details till the end of assessment period. This also enables supervisor to periodically review the assessment and put his feedback. Thus, there are no surprises for any of the side during formal assessment.

 

Simplicity: PAS is one of the most complicated HR system, more complicated then the actual process. This is primarily because the architecture is finalized by the IT department which is concerned about the software and database aspect. Ever tried to change supervisor for employees shifted from one unit to other? Employee, current supervisor, past supervisor and HR all waste their time to get this done. A ticket system with proper authorization can automate and simplify such routine tasks.

 

This is not exhaustive. There will be many other ways to improve the system. Can you share some based on your experience?

 

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  1. Sunil
    August 4, 2008 at 3:24 am

    Besides the technical funtionalities of the PMS, HR also has a direct role to help employees at all levels “understand” ( awareness) of the PMS process as a whole much before it gets aligned to any technology. Secondly, the goals as well as PMS alignment should be driven as a part of the culture and not merely as a “ritual” to effect promotions/increments, as happens unfortunately in 80% of the organizations. Many times, the system is so complex to understand and follow especially for employees at onsite that it defeats the end results. As rightly indicated by you, it is finally culture driven and HR has a lead role to play to shape that culture with committment from the top to drive it ( many times, the business leaders for various reasons do not follow time lines for their peer assessment leading the role of HR as a mere”chaser”)

    PMS as such has to be addressed in a totality to have desired results for employees and the organization with positive impact on business ( should improve top lines/bottom lines besides retention, employee and leadership development and meeting career aspirations ) in a transparent manner…

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