Make the Most of the ePerformance Module - Hexaware - …hexaware.com/casestudies/make-the-most-of-the... · · 2016-06-03Annual, Quarterly, Project, ... Final and Desired ratingsFinal

Make the Most of the PeopleSoftMake the Most of the PeopleSoft ePerformance Module

Presented by: Rathinavel R Kanagasabapathy

Hexaware - Quick Facts

5622 Employees globally (Dec’08)

15th Largest software exporter (NASSCOM)

56 Million dollar clients (Sep’08)

68 Fortune / Global 500 corporations as clients (Dec’08)

178 Active Clients served worldwide (Dec’08)

262mn USD Revenues in CY ’08

1990 – Year of Foundation

2© Hexaware Technologies. All rights reserved.

Hexaware - Global Footprints

AMERICA EUROPE APAC

Bad Homburg

London

Brussels

Toronto

Chicago

Tokyo

Mumbai Bangkok

FrankfurtParis

San Jose AtlantaBoston

New Jersey

Singapore

Mumbai

Pune

Chennai

Mexico

Sydney


Delivery Center Sales OfficeProximity Center

Vertical Focus

BFSI ERP / HR IT TTHL

45% 36%Core expertise in critical applications like eticketing, passenger reservations,

19%

40+ clients, 2000+ skilled & experienced technical Consultants

100+ clients, 1500 resources, 750+ certified consultants

cargo handling, crew scheduling, aircraft maintenance etc

Engagements with top 10 airlines in the world, with

Consultants

Core banking solutions expertise – Retail Banking, Asset Management, FIX/SWIFT, Internet Banking Wealth

consultants

One stop provider for : Oracle, SAP, PeopleSoft, Siebel

Specialized in developing more than 1200 experienced consultants

Expertise in IBM/UNISYS Mainframe, Open Systems and Web Technologies and

i li d kill i TPF

Banking, Wealth Management, Risk Management & Reporting, Compliance, Leasing

Niche expertise in packaged applications like

Specialized in developing vertical / domain solutions

Alliances with Oracle-PeopleSoft, SAP-SI

S i li d i HRMS


specialized skills in TPF, ALCS, TIP, USAS , MAPPER

packaged applications like Temenos, Eagle, Oracle-PeopleSoft & APRM

Specialized in HRMS, Financials, CRM, Supply Chain

Verticals and Horizontals

B T

al

Domain Centers

BFS

I

TTHL

EV

Vert

ica

Focu

s Domain Centers of Excellence

BTO / Testing Solutions

Business Process OutsourcingBusiness Process Outsourcing

Enterprise Risk Management

HR IT and HRO

Business Intelligence & Analytics

Enterprise Solutions (PeopleSoft, Oracle, SAP, Microsoft, CRM)

TechnologyCenters of Excellence


)

Horizontal Competencies

Make the Most of the PeopleSoftMake the Most of the PeopleSoft ePerformance Module

Agenda

• Hexaware Corporate Overview• Hexaware – Corporate Overview• ePerformance Overview• Key FeaturesKey Features• Business Process • Setup and Configuration• Generate and Perform Evaluations• Embedded Analytics• Integrations• Implementation Considerations


ePerformance Overview

Performance Management

• Recognize and compensate top performers• Better motivate and retain employees• Align Individual’s goal with those of your organization

Id tif f t l d• Identify future leaders


ePerformance

• A tool to support the entire planning and review process

• Self-Service module specifically designed for Managers, Employees and HR.Managers, Employees and HR.

• Assess and plan employee performance and development needs


ePerformance

P f E l ti• Performance EvaluationTo assess and plan employee performance to meet the requirements and to administer salary treatments.

• Development Review• Development ReviewTo assess and plan employee development needs either because of a lag in skills or to meet the future requirements.


ePerformance Features

Key Features

• Generate and Perform Performance evaluation and Development ReviewDevelopment Review

• Collaboratively establish Performance evaluation criteria

• Evaluate job specific responsibilities and competencies

• Enter evaluation data including notes ratings• Enter evaluation data including notes, ratings, weights and comment

• Employee-Enterprise goal linkage – Cascading goalsp y p g g g g• Multi-rater and 360-degree feedback


Key Features

• Workflow and approval processing capabilityAl t d N tifi ti• Alerts and Notifications

• Delegation framework• Maintain Historical evaluations and view evaluations• Maintain Historical evaluations and view evaluations

of indirect reports• Embedded analytics and graphical reports


ePerformance Business Process

Business Process Flow


ePerformance Document

• Document refers to the Employee evaluation form which is created for every appraisal cycle to each individual employeescreated for every appraisal cycle to each individual employees either by manager or by employee or by HR admin.

E h d t h P i d B i D t d E d D t hi h• Each document has a Period Begin Date and End Date which defines the appraisal period.

• Each document has one more sections like goals, initiatives, responsibilities, competencies, signature etc

• The document section could differ between the employee, manager and other roles involved in the Performance process.


Sample Document


ePerformance Tools

• Language Sensitivity Checker Identify words or phrases in a performance document that an organizationIdentify words or phrases in a performance document that an organization deems objectionable and view suggested alternatives

• Results Writer Evaluators using Results Writer tool to select predefined statements that describe and employee’s level of proficiency in a particular competency

• Development Tips Development tips suggest ways for employee to improve, develop or use a competency based on their current rating level

• Performance Notes Enter notes regarding an Employee’s Performance


ePerformance Setup and Configurationsg


Core Configurations

Configuration Item Description

Document Types and Templates

Identify the document types that are valid for your organization such as Annual, Quarterly, Project, Development Review etc and design the document template for each of the document types

Roles Identify and setup the roles involved in the performance process such asRoles Identify and setup the roles involved in the performance process such as Employee, Manager, Peer, Mentors etc

Sections Identify and define the sections needed in Performance document. Some delivered sections are Goals, Responsibilities and Competencies

Rating Models Values used to rate an employee’s standard

Content Types and Items Goals - ‘Increase Customer Satisfaction by 10%’Competency – ‘Abstract thinking’Responsibility – ‘Prepare quarterly and annual cost reports’

Job Profiles Specify Competencies and Responsibilities for a specific job profile

Notifications and approvals Configure email notifications and approval process


o ca o s a d app o a s Co gu e e a o ca o s a d app o a p ocess

Document Template Configuration

Configuration Page Items Specified

G l I f ti S if th t l t id d t l tGeneral Information Page

•Specify the template id and template name•Specify the roles involved in this Performance process•Specify if multi-rater and establish criteria steps are available

Process Page •Configure Multi-Rater and Establish Criteria stepsProcess Page •Configure Multi-Rater and Establish Criteria steps•Specify the performance review process•Specify the performance approval process•Specify the evaluation calculation rules

St t P D fi th ti th t i l d d i th d tStructure Page •Define the sections that are included in the document•Define how document roles interact with the section•Integrate with Profile Management•Specify ratings, weights and calculation methods

Content Page •Specifies the job attributes or content items by which employee is measured•Items can be from the content catalog, free form or download from non-person profile


p p

Document Template

General Page


Document Template

General Page Process Page


Document Template

Structure Page


Document Template

Structure Page Content Page


ePerformance Evaluation Process

Generating Performance Documents

HR Administrators Managers EmployeesAccess the Workforce Development module

Access the Manager Self Service module

Access the Employee Self Service module

Schedule a background t t

Create Performance D t f l

Create Performance D t l fprocess to generate

documents all employees or group of employees

Documents for employees reporting to them

Documents only for themselves

Can specify the ‘Manager Reporting employees is Has the ability to select theCan specify the Manager Selection Method’ for the generated documents

Reporting employees is specified by the ‘Configure Direct Reports UI’

Has the ability to select the Manager/Mentor for the Performance or Development Evaluation

Don’t have the ability to clone the Performance Documents

Has the ability to clone Performance Documents

Has the ability to clone Performance Documents


Creating Performance Documents

HR Administrator



HR Administrator Manager



HR Administrator Manager

Employee


ePerformance Self Service

Manager Self Service

Employee Self Service


Performance Evaluation

Track the status of each step Employee View

View or Edit the Evaluations

M ViManager View



Ratings

Evaluating Items

Weights

Comments

Proficiency Description

Target Ratings

Calculate RatingsCalculate Ratings

Override Calculated Ratings

Add Items

Edit Items

View Graphical Reports

Writing Tools


Writing Tools


Edit Performance Items

Goal Linkage

G l D DGoal Due Date

Goal Status


Multi Participant Evaluation

• Managers or Employees can nominate the other participants (peers, mentors) in the evaluation process.(peers, mentors) in the evaluation process.

• The nominations can be made anonymous to the employee or managermanager

• Manager or Employee can track the status (Accepted or Rejected) of the nominationRejected) of the nomination

• Manager or Employee can review the participant evaluation

• The participant evaluation can be made anonymous to the employee or Manager


Establish Criteria

• This is an optional step and it is configurable

• During the ‘Establish Criteria’ step the employee and the manager establishes the performance criteria for evaluation

• No ratings or Comments are entered during this step

• If this step is configured, the evaluation process will not begin until this step is completed.

• Typically this step can be used to establish employee goals


Key Administrative Tasks

• Transfer the documents from one Manager to the other.

• Change the status of a performance evaluation document

• Cancel or Delete Performance Documents


ePerformance Embedded Analyticsy


Embedded analytics

• Setup Ratings Distribution t bltable

• Analyze the Rating distribution by department, y p ,geographic location etc

• Compare the Preliminary, Final and Desired ratingsFinal and Desired ratings

• These reports are interactive reports and they can be drilled down by clicking on the Graphical bars


Embedded Analytics

R i th t• Review the current status of Performance evaluation for a group or for the entireor for the entire company

Thi i i t ti• This is an interactive chart and it can be drilled down to find the specifics of eachspecifics of each status


ePerformance Integrations

• ePerformance Integrates with Core Employee Data in HRMS

• ePerformance Integrates with Competency library

• ePerformance Integrates with Enterprise Learning Management for managing employee learning activities

• ePerformance Data feeds over to Salary Planning


ePerformance Implementation Considerations


Implementation approach

• Perform initial project planning and schedule• Define project team and training• Define project team and training• Understand the current performance process• Asses performance program design/changes• Analyze related process and potential improvement• Analyze related process and potential improvement• Configure tables and document templates• Build prototype of performance documents• Refine and re calibrate the prototype• Refine and re-calibrate the prototype• Develop customizations, if any• Perform testing

Implement the system and identify the change management needs• Implement the system and identify the change management needs


Best Practices

Develop SMART goals for all employees (Specific, Measurable, Attainable Realistic Time Framed)Attainable, Realistic, Time-Framed)Align individual goals with corporate objectives (Cascading Goals)Include an employee self-evaluation in the review processUse an iterative review process to allow the manager and employee toUse an iterative review process to allow the manager and employee to participate equally in the reviewEmploy both weighting and rating of goals to provide meaningful visibility into an employee's actual performancevisibility into an employee s actual performanceProvide an calculated overall rating to make the results credible to employees, by eliminating subjective human biasUse anonymous 360 feedback to foster a culture of empowerment and y paccountability, while boosting the organization’s overall performancePay for Performance Culture


Implementation Roadmap

Ph D tiPhase DurationGather Requirements 2 WeeksFit/Gap Analysis 3 WeeksPrototype Performance templates 1 WeekConfiguration 4 WeeksDevelopment 3 WeeksDevelopment 3 WeeksUser Acceptance Testing 2 WeeksEnd User Training 1 WeekOverall 3 - 4 Months
