HRMS Leave Management System - Stakeholders & Functions

HRMS:---> Leave Mangement system

Attendance:

Employee:

 

1.      Employee will be able to view his attendance information through the above mentioned link.

2.      Employee will able to apply leave - Cancel leave, Permission, Attendance Regularization, OD (On-duty) through the automated system.

3.      If employee works in holidays system will automatically provide comp-off for respective if he/she eligible for comp-off.

4.      Every month 1^st of the day employee will get a respective leaves (CL & SL) based on DOJ (date of joining).

5.      Employee will able to update his personal details in employee personal details.

6.      Employee will able to see his organization details in employee organization details section such as (B-Unit, Team, Function, Location, and Shift).

7.      Late Policy: As per HR policy if employee comes 3 times late after allowed grace period he/she has to apply permission or Half day leave for a particular day.

HR

1.      New employee information will be added in the HRMS portal which will be access by HR.

2.      If employee resigned or Absconding HR will be able to In-active respective employee from the database.

3.      Respective HR will able to see apply leave if employee absence or approve the leave or regularization Manager absence.

4.      HR will be able to provide the Maternity, Marriage, Compassionate, Paternity leave to employee through the portal.

5.      If employee movement happens HR will be able to change the employee Location, reporting business unit through the system.

6.      Convert Contract Employee to Permanent Employee.

Reports:

 

1.      Respective Location HR will be able to access the attendance reports, Payroll reports for respective location.

2.      Late coming reports separately provided.

 Payroll Report

 
1.      Payroll report will helps to HR to consolidate the both attendance & leave report.

 Canonical-Code: (HR- Finance)

1.      Respective HR will be able to add/ Update the canonical Code or cost code of particular employee through the portal.

2.      In future HR will be able add the New canonical Code the in the list using the portal.

3.      HR will be able to export the canonical code with respective to BU head name or else complete report in the report section.

4.      In working- Stage (Respective BU will have access on their Own Teams & its Cost Code) through the system.

Manager:

 

1.      Respective manager will be able to approve/ Reject / Revoke the Leave, Permission, attendance regularization through the system

2.      Manager will be able to see the subordinate attendance report through the system itself

 

Consolidate Attendance Report:
 

1.      BU Head/ Manager/ Employee: will be able to see her Business Unit/ Team/ Individual attendance report Bird Eye view

 

·         Business Unit wise overall attendance Percentage and team wise attendance percentage two way drill down with Top 10 Absent, Top 10 Leave, Top 10 OD, and Top 10 Late coming will be able to view through this report

·         Manager will be able to see team wise attendance percentage two way drill down with Top 10 Absent, Top 10 Leave, Top 10 OD, and Top 10 Late coming will be able to view through this report.

·         Employee will be able to see their individual Report

Biometric System Work Flow

Biometric Worl Flow


Arial View

 

Performance management System

KRA Setting

Flow of the Appraisal

Detailed Description

·         The CMD meets with the ED and BU Heads to set the company goals for the coming year.

·         The deliverables for each BU is discussed.

·         Once the deliverables are accepted by BU heads, the KRA’s and KPI’s are set for them.

·         The KRA’s and KPI’s are then set for the appraiser and appraisee.

·         Following their acceptance to the KRA’s and KPI’s, it is then frozen for the coming appraisal year.

·         Individual Development plan is then drawn up for the employees by Corporate HR and training calendar is made.

 

Performance Appraisal Process (Half yearly)

 

 

Detailed Description

·         The appraisee logs onto Vioneers and downloads the appraisal form.

·         Completes self rating against KRA and Competencies.

·         The Appraiser gives rating against KRA, Competencies and Values.

 

·         One on one discussion is complete and once rating is accepted by Appraisee, form is signed.

·         The form goes to reviewer for final rating (A,B,C or D). The KRA’s are revised by reviewer if needed.

·         The forms go to Vertical HR, who collates all the ratings and checks if it fits the Bell curve given by Corporate.

·         If the ratings deviate from Bell Curve, it is sent back to the reviewers for normalization.

·         The vertical HR sends final ratings to Corporate HR, where they attach costs to the appraisal and sends it to CMD for approval. After approval, the inputs are sent to Payroll for PLI and appraised salary updation and to Vertical HR to roll out letters.

Few suggestions from employees

1) The training program has to be conducted weekly once or twice to be made effective.

2) Technical training must be conducted.

3) Overall team spirit has to be improved.

 

RACI Model

 

RACI  MODEL FOR PEFORMANCE APPRAISAL			CMD	ED/BU Heads	Appraiser	Appraisee	Corportae HR	Vertical HR
S.no	Task/Activities
KRA Setting
1	Setting Company Goals		RA	C
2	KRA setting for BU Head		CI	RA
3	KRA setting for Appraiser			ACI	R
4	KRA setting for Appraisee			I	AC	R
5	Training need identification			I	RA	C
6	IDP						RA
Appraisal process
7	Self rating by Apraisee				AI	R
8	Rating by appraiser				RA	C
9	Rating by BU Head			RA	C
10	Normalization using bell curve			R			CI	A
11	Cost allocation		CI				RA
12	Letter generation		I				AC	R