Hi,
I am looking for an application that can support performance management in our organization, where the strength is 450. Can anyone suggest one and provide information on the cost as well in Delhi/NCR?
Regards,
Sweta
From India, New Delhi
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I am looking for an application that can support performance management in our organization, where the strength is 450. Can anyone suggest one and provide information on the cost as well in Delhi/NCR?
Regards,
Sweta
From India, New Delhi
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Hi Sweta,
Looking for Performance Management, Goal Settings, Training, and Development? Here is your solution. We are a product-based company specialized in HR software.
As an organization, we offer a variety of HR solutions depending on your needs and budgets. We have strong tie-ups with organizations like Oracle, SAP, Microsoft, and Zoho. Our product, Mentis, is one of the several options we can offer.
Need further information and a demo? Please call or email:
Email: psethi@bennettss.com
Mobile No: 09899606480
Please provide your contact details so that we can proceed further.
With Best Regards,
Parul
Bennett Technologies
"WE DELIVER IT"
From India, New Delhi
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1Looking for Performance Management, Goal Settings, Training, and Development? Here is your solution. We are a product-based company specialized in HR software.
As an organization, we offer a variety of HR solutions depending on your needs and budgets. We have strong tie-ups with organizations like Oracle, SAP, Microsoft, and Zoho. Our product, Mentis, is one of the several options we can offer.
Need further information and a demo? Please call or email:
Email: psethi@bennettss.com
Mobile No: 09899606480
Please provide your contact details so that we can proceed further.
With Best Regards,
Parul
Bennett Technologies
"WE DELIVER IT"
From India, New Delhi
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Hi Sweta,
I am Rajni from a Mumbai-based software company. We have a robust Performance Management System (PMS) software that can easily manage the performance of your employees. Whether your organization follows a 180, 360 appraisal system, KRA-based, or competency-based approach, our PMS software caters to all. Please share your contact number or call me at 9322169780 so that I can provide more information about the features of our PMS product.
Thank you.
From India, Mumbai
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I am Rajni from a Mumbai-based software company. We have a robust Performance Management System (PMS) software that can easily manage the performance of your employees. Whether your organization follows a 180, 360 appraisal system, KRA-based, or competency-based approach, our PMS software caters to all. Please share your contact number or call me at 9322169780 so that I can provide more information about the features of our PMS product.
Thank you.
From India, Mumbai
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Dear Sweta,
I represent a company that has a product specifically designed for performance management. Our solution covers everything from goals to compensation, including normalization and variable pay. It is successfully implemented in large organizations in India.
You can find more details on [link outdated-removed] or contact me at +919820010986.
From India, Mumbai
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I represent a company that has a product specifically designed for performance management. Our solution covers everything from goals to compensation, including normalization and variable pay. It is successfully implemented in large organizations in India.
You can find more details on [link outdated-removed] or contact me at +919820010986.
From India, Mumbai
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Dear Sweta, Do let me know your coordinates so that we can touch base with you. Best Regards, Niraj Pradhan Ramco Systems ltd, India Hand Phone: +91 7428190630
From India, Bangalore
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From India, Bangalore
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Hi Sweta,
Your initiative is highly appreciable. Congratulations!
Appraisal software can be costly, and it can vary based on the complexities in the process, levels in appraisal, number of appraisals per year, type of appraisal (e.g., Self Appraisal - Appraisal - Review pattern, Goal setting and review, 360 feedback), data to be captured in the appraisal form, rating logic, fitment/normalization, reports, etc.
It has been observed that no two companies would be following the same process. So, my recommendation is to prepare a complete business process document with process flow, form parameters, reports required, business logic, etc., and share it with the vendors interested in supplying software.
Please avoid asking about cost upfront. This may lead some vendors to come up with a 'figure' to secure the order and later fail in delivering the software. Because, at the end of the day, the business should make a profit.
Also, if there is no HRMS in place, before getting into performance management software, get HRMS organized. Otherwise, it can be very difficult to ensure the accuracy of basic employee data, reporting relationships, etc.
For any successful implementation of Performance Management software, 3 to 6 months are required if requirements completely match with a ready-to-use product. Otherwise, the time required to understand and develop customization can be extra.
As the appraisal process is one of the most sensitive processes in any organization, you may need to take extra care when you launch the software. Ensure that employees and managers are properly trained to use the software and are aware of best practices.
Best of luck
From India, Bangalore
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Your initiative is highly appreciable. Congratulations!
Appraisal software can be costly, and it can vary based on the complexities in the process, levels in appraisal, number of appraisals per year, type of appraisal (e.g., Self Appraisal - Appraisal - Review pattern, Goal setting and review, 360 feedback), data to be captured in the appraisal form, rating logic, fitment/normalization, reports, etc.
It has been observed that no two companies would be following the same process. So, my recommendation is to prepare a complete business process document with process flow, form parameters, reports required, business logic, etc., and share it with the vendors interested in supplying software.
Please avoid asking about cost upfront. This may lead some vendors to come up with a 'figure' to secure the order and later fail in delivering the software. Because, at the end of the day, the business should make a profit.
Also, if there is no HRMS in place, before getting into performance management software, get HRMS organized. Otherwise, it can be very difficult to ensure the accuracy of basic employee data, reporting relationships, etc.
For any successful implementation of Performance Management software, 3 to 6 months are required if requirements completely match with a ready-to-use product. Otherwise, the time required to understand and develop customization can be extra.
As the appraisal process is one of the most sensitive processes in any organization, you may need to take extra care when you launch the software. Ensure that employees and managers are properly trained to use the software and are aware of best practices.
Best of luck
From India, Bangalore
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Let me introduce New Vision Info Tech, a leading IT consulting company located in Ahmedabad, India. New Vision Info Tech was established in 2003, with seven years of experience in IT development and integration. We provide services in software development, web development, iPhone development, web designing, SEO services, SharePoint development, designing, and application maintenance.
If you could kindly provide us with your exact requirements, we will be able to support you.
Thanks,
C Karthi
+91 9620545059
From India, Bangalore
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If you could kindly provide us with your exact requirements, we will be able to support you.
Thanks,
C Karthi
+91 9620545059
From India, Bangalore
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The message from consultme is apt. You need to consider various inputs before successful implementation of PCMS.
- Is your HRMS robust?
- Are you using PCMS for feedback or is there variable pay calculation?
- Is PCMS goal-oriented or includes goals, competencies, etc.?
- Have you defined roles in your organization and goal templates?
- Do you follow a transparent process for feedback?
- Do you have any normalization process?
We can suggest some experienced HR professionals in the industry whom you can contact to get more information. If you can share your coordinates, we can direct you to the right persons.
Regards, Rajiv Salkar
Email: rajiv.salkar@infotrustservices.com
From India, Mumbai
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- Is your HRMS robust?
- Are you using PCMS for feedback or is there variable pay calculation?
- Is PCMS goal-oriented or includes goals, competencies, etc.?
- Have you defined roles in your organization and goal templates?
- Do you follow a transparent process for feedback?
- Do you have any normalization process?
We can suggest some experienced HR professionals in the industry whom you can contact to get more information. If you can share your coordinates, we can direct you to the right persons.
Regards, Rajiv Salkar
Email: rajiv.salkar@infotrustservices.com
From India, Mumbai
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Hi, I am really happy to see such responses. Thanks so much.
Now we are working on defining roles and deliverables at each layer across the organization. Can anyone help me in guiding the KRAs and KPIs for "QC" and "UX"?
Thanks,
Sweta
From India, New Delhi
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Now we are working on defining roles and deliverables at each layer across the organization. Can anyone help me in guiding the KRAs and KPIs for "QC" and "UX"?
Thanks,
Sweta
From India, New Delhi
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