Performance Management

Develop your team by measuring KRA’s, KPI’s, performance reviews, goal tracking and 360s.

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Performance-Management

Performance Management Features

Performance Management Software Support

Performance Management Software Support

Help from PMS experts who care about your team.

The road to effective performance management isn’t always an easy one. PulseHRM team is always ready to help you manage performance management as a process of creating a performance-driven culture. Here people perform to the best of their abilities and thereby contributing to the growth of the organization.

We’re here to help with performance management software since the team cares about you, your business, and your team.

Organizational goals

PM to Set & Manage Team Goals

Goals should be written clearly and objectively for performance management software to function effectively. Goals are set annually and cascade down from organizational goal to business unit goals. Goals are critical to organizational effectiveness as they serve as an objective for the employees and they work to achieve it. Departmental managers should help employees connect their goals to work on organizational priorities. Goals should not only address what is expected but also how it will be achieved. The Goal format should be streamlined by providing a simple template to make it workable. Making a goal specific, measurable, and time-bound contributes to the ability to make progress on the goal and track that progress.

Organizational Goal

Outcome

Performance Management Made Easy

Adopting performance management software, the organization chalks out a detailed plan and draws clear demarcation in every activity of the business, improving employee performance and employee engagement.

  • Developing clear job description using employee recruitment plan
  • Providing effective orientation to new hires
  • Providing career development opportunities
  • Offering compensation systems that reward employees for their meritorious deeds.
  • Improving communications and feedback skills of managers to help them do a better job of explaining performance ratings and rewards to employees
  • Identifying education, training, coaching and feedback as needed.

KRA

Integrant of Performance appraisals

  • Performance planning
  • Performance appraisal and reviewing in performance management software Feedback on performance followed by personal counselling and felicitation
  • Design effective compensation and recognition systems that reward people for their ongoing contributions.
  • Performance improvement plans- training, assigning mentors, feedbacks.
  • Provide promotional/career development opportunities including lateral moves, transfers, and job shadowing for staff.
Performance-Appraisal-Methods-Process-1

Utility of KRA

Review of Employee Performance

The employee performance management software enables the performance appraisal process to measure the effectiveness and efficiency of the employees. Being centralized, secured and paperless, this module will keep the evaluation transparent to the employee and relevant people in the organization based on hierarchy.

Departmental Documents

Documentations while applying Performance Management Software

  • Managers document the entire development along with their finding and decisions taken to reward or bring improvements.
  • Documentation can be used for legal purposes too.
  • The documented information can be used for references in the coming years.
  • Case studies can be done from these documented findings to bring improvement and growth.
Departmental Documents

Contributions of Performance Management software

Towards the organization

Towards the organization

  • Organizational goals are made clear and changes are facilitated.
  • Administrative actions are fair and appropriate.
  • Organization has better protection from lawsuits.

Towards the Managers

  • Managers gain deeper insight about their team members.
  • More clarity about the performances of their team members.
  • Managers can contribute better towards training, mentor supports and feedback to their team members.

 

Towards the employees

Towards the Employees

  • Provide effective new employee orientation, assign a mentor, and integrate new employee into the organization and its culture.
  • Benefit from trainings, mentor supports, feedback from peer as well as higher authorities.
  • Develop clear job descriptions, recruit appropriate candidate who has the best cultural fit and job fit that the organizations need.
  • leads to higher employee engagement, and lowers the risk of employees leaving.

Towards Organizational Maintenance

  • Paves clarity on workforce planning.
  • Visibility of talent inventory of current employees.
  • Assess future training needs.
  • Evaluate performance at organizational level.
  • Evaluate effectiveness of efforts taken by the HR in the recent past.
Towards the organizational maintenance

Performance Management Software Support

Help from PMS experts who care about your team.

The road to effective performance management isn’t always an easy one. PulseHRM team is always ready to help you manage performance management as a process of creating a performance-driven culture. Here people perform to the best of their abilities and thereby contributing to the growth of the organization.

We’re here to help with performance management software since the team cares about you, your business, and your team.

PMS Support

Organizational goals

PM to Set & Manage Team Goals

Goals should be written clearly and objectively for performance management software to function effectively. Goals are set annually and cascade down from organizational goal to business unit goals. Goals are critical to organizational effectiveness as they serve as an objective for the employees and they work to achieve it. Departmental managers should help employees connect their goals to work on organizational priorities. Goals should not only address what is expected but also how it will be achieved. The Goal format should be streamlined by providing a simple template to make it workable. Making a goal specific, measurable, and time-bound contributes to the ability to make progress on the goal and track that progress.

Organizational Goal

Outcome

Performance Management Made Easy

Adopting performance management software, the organization chalks out a detailed plan and draws clear demarcation in every activity of the business, improving employee performance and employee engagement.

  • Developing clear job description using employee recruitment plan
  • Providing effective orientation to new hires
  • Providing career development opportunities
  • Offering compensation systems that reward employees for their meritorious deeds.
  • Improving communications and feedback skills of managers to help them do a better job of explaining performance ratings and rewards to employees
  • Identifying education, training, coaching and feedback as needed.

KRA

Integrant of Performance appraisals

  • Performance planning
  • Performance appraisal and reviewing in performance management software Feedback on performance followed by personal counselling and felicitation
  • Design effective compensation and recognition systems that reward people for their ongoing contributions.
  • Performance improvement plans- training, assigning mentors, feedbacks.
  • Provide promotional/career development opportunities including lateral moves, transfers, and job shadowing for staff.
Performance-Appraisal-Methods-Process-1

Utility of KRA

Review of Employee Performance

The employee performance management software enables the performance appraisal process to measure the effectiveness and efficiency of the employees. Being centralized, secured and paperless, this module will keep the evaluation transparent to the employee and relevant people in the organization based on hierarchy.

Departmental Documents

Documentations while applying Performance Management Software

  • Managers document the entire development along with their finding and decisions taken to reward or bring improvements.
  • Documentation can be used for legal purposes too.
  • The documented information can be used for references in the coming years.
  • Case studies can be done from these documented findings to bring improvement and growth.
Departmental Documents

Contributions of Performance Management software

Towards the organization

  • Organizational goals are made clear and changes are facilitated.
  • Administrative actions are fair and appropriate.
  • Organization has better protection from lawsuits.
Towards the organization

Towards the Managers

  • Managers gain deeper insight about their team members.
  • More clarity about the performances of their team members.
  • Managers can contribute better towards training, mentor supports and feedback to their team members.
Towards the manager

Towards the Employees

  • Provide effective new employee orientation, assign a mentor, and integrate new employee into the organization and its culture.
  • Benefit from trainings, mentor supports, feedback from peer as well as higher authorities.
  • Develop clear job descriptions, recruit appropriate candidate who has the best cultural fit and job fit that the organizations need.
  • leads to higher employee engagement, and lowers the risk of employees leaving.
Towards the employees

Towards Organizational Maintenance

  • Paves clarity on workforce planning.
  • Visibility of talent inventory of current employees.
  • Assess future training needs.
  • Evaluate performance at organizational level.
  • Evaluate effectiveness of efforts taken by the HR in the recent past.
Towards the organizational maintenance

Performance Management at its best