final evolve pms training

8/8/2019 Final eVolve PMS Training

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Performance Management SystemPerformance Management System

Roll out 2009Roll out 2009


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AgendaAgenda Vision / Mission of PHLVision / Mission of PHL

eVolveeVolve Performance Management System in PHLPerformance Management System in PHL

Performance EvaluationPerformance Evaluation

Calculate Final ScoresCalculate Final Scores

KRA Setting throughKRA Setting through eVolveeVolve KRASettingKRA Setting

Form SelectionForm Selection

Mid YearReviewMid YearReview

EE--Mail CommunicationMail Communication

FAQsFAQs


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OurVisionOurVision

To become the most admired pharmaceutical company in India withleadership in market share, research and profits by:

Building distinctive sales and marketing capabilities

Evolving from licensing to global launch of own patented products

Inculcating a high performanceculture

Being the partner of choice Always adhering to our values based onour obligations as trustees of customers, appraisees, shareholdersand society

We shall pursue world-class standards in our People, Products,

Processes, Partnerships and Performance Encouraging Innovationand Nurturing Intellectual Capital

WeseekWeseek quantum growthquantum growth to leadin thedomestic market andto leadin thedomestic market andenhance ourinternational presenceenhance ourinternational presence


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KRA Setting throughKRA Setting through eVolveeVolve Form SelectionForm Selection

KRASettingKRA Setting



F

AQsF

AQs


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Mid Year ReviewMid Year Review

(2009(2009--10)10)

Organizational goals aligned to your goalsHow much we have achieved and what is the focus for next

year, etcRewards, recognition, growth, development, etc


(2009(2009--10)10)

KRA SettingKRA Setting

(2009(2009--10)10)


(2008(2008--09)09)

Identify gaps or reasons for performance for both high and low

performance


(2010(2010--11)11)

Performance Management Flow ChartPerformance Management Flow Chart


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ee--Performance Management SystemPerformance Management System

eVolveeVolve will beinstrumental in:will beinstrumental in:

Making our PMS moreefficient and transparent.Making our PMS moreefficient and transparent.

Effectively streamlining measurableachievements &Effectively streamlining measurableachievements &recognitionrecognition

Minimizinghumanintervention.Minimizinghumanintervention.

eVolveeVolve -- not just goal setting

Its about gaining deep KNOWLEDGEof our talent base so that ourACTION,enables us to take CAREof our performing assets.


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For who all?For who all?

Eligibility:

All employees who have joined on or before 30th September,

2008

Employees who have joined on or after1st October, 2008 willbe appraised from a performance and development

perspective & would be eligible for flat increment.

Employees who have joined on or after1st January, 2009 will

not be appraised and given any increments (however, their

regular performance review would take place for

confirmation, etc)

Employees who have resigned and are serving notice

period will not be eligible for any assessment and salary

increment


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F

AQsF

AQs


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PerformanceAppraisalPerformanceAppraisal

A structured formal interaction

between a appraisee and appraiser (manager),

during which

performance of the appraisee is reviewed and discussed,

with a view to identify

strengths and areas for improvement

(opportunities for overall development

of the appraisee and in turn organization)


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Why do Performanceevaluations?Why do Performanceevaluations?

Help achieve Organizational goals and mission

Clearly communicate expectations

Document performance issues & achievements.

Communicate feedback

Recognize accomplishments and reward performance

Development of action plan for performance improvement


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The Performance Evaluation Process

The Performance Evaluation Process


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PrePre--meetingactivities forappraisermeetingactivities forappraiser

Involve the appraisee

Agree on a time and place well in advance

Ask the appraisee to prepare their ideas and objectives in writing

Ask for a self-evaluation

Gather data

Job description

Past feedback & performance data

Training records


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Conducting theAppraisal Meeting by theappraiserConducting theAppraisal Meeting by theappraiser

1) Be prepared

o Determine discussion direction

o Anticipate objectives

o Gather supportive documentation

2) Communicate Effectively

o Avoid communication roadblocks Vague, demeaning or

derogatory language, poor listening skills, strong emotions,

one-way conversation

o Be clear and concise, be honest, not harsh, be an active

listener


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3) Set the right toneo Establishasupportiveenvironment

o Private location Maintain confidentiality

o Quiet and undisturbed Eliminate distractions

o Level playing field Avoid playing superior

oT

iming C

hoose a quiet time, do not take phone calls

o Demonstrate Respect

o Timeliness Conduct reviews by due date

o Appointments Dont act like the appraisees time is less valuable

o Advance notice Allow the appraisee to be prepared

o Icebreaker Start on a friendly and relaxed note

o Haveanenabling mindset

o Tone Professional and supportive

o Focus Future goals and objectives

o Open-minded Seek explanations

o Emotions Calm and centered

Conducting theAppraisal MeetingConducting theAppraisal Meeting (contd.)


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Common MistakesinAppraisalCommon MistakesinAppraisal

a) Manager is ill-prepared with facts & figures.

b) Appraisee is not given adequate notice

c) Discussion is rushed or interrupted

d) Appraisee is not given the opportunity to share views

e) Managers tone is punitive or condescending


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Appraisees ResponsibilitiesAppraisees Responsibilities

Conduct a thorough self evaluation

Provide input to supervisor in the development of individual goalsthat contribute to departmental goals and the Organizational

Mission

Discuss concerns and/or questions about any part of the job orperformance review with supervisor

Identify and participate in training and development discussions


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AgendaAgenda

Vision / Mission of PHLVision / Mission of PHL








FAQsFAQs


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Part APart APerformance Evaluation for the YrPerformance Evaluation for the Yr

Kindly evaluate on the basis of thescalegiven belowKindly evaluate on the basis of thescalegiven below--

101% & above 86101% & above 86--100% 71100% 71--85% Below 70%85% Below 70%

( 4 ) ( 3 ) ( 2 ) ( 1 )( 4 ) ( 3 ) ( 2 ) ( 1 )

So your KRA Scoreis 2. 5So your KRA Scoreis 2. 5

With 90% Weightage FINAL KRA = 90%*2.5 = 2.25

Sr.No.KRA'sObjectives

ResultAchieved eightage

SelfEvaluation

SueriorEvaluation

Acheivement

Scores

(Wt*SueriorEvaluation/100)

50% 3 3 1.

30% 3 2 0.6

20% 3 2 0.4

100% 2.

(To be filled by appraiser & appraisee)


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Part CPart C Critical AttributesCritical Attributes

(To be filled by appraisee & appraiser)

Attributes Self Rating Supervisor Rating

1.Communication Skills 3 3

2.Initiative 3

3. Team Work & Interpersonal

Relationships

2 3

4. CustomerResponsiveness 4 2

5. Result Oriented 3 3

6. Planning & Organising 4 3

Total 17

Therefore youraveragescoreis 17/6 = 2.83Therefore youraveragescoreis 17/6 = 2.83

Thusat 10% weightage Final Critical Attribute Score=2.83*10%=0.28Thusat 10% weightage Final Critical Attribute Score=2.83*10%=0.28


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How do you calculate the final scoreHow do you calculate the final score

Therefore the final Score will be

KRA 90% = 2.25

+Critical Attribute 10% = 0.28

---------

2.53

---------

Please maintain 2 decimal points in KRA & Critical Attributes ScoringPlease maintain 2 decimal points in KRA & Critical Attributes Scoring


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AgendaAgenda





KRA Setting throughKRA Setting througheVolveeVolve KRASettingKRA Setting




FAQsFAQs


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Why set KRA?Why set KRA?

KRA are set to:

To help attain organizational goals

Get Results

Improve Performance

Develop Skills, Ability and Knowledge

Provide a Challenge and Sense ofAchievement


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KRA AlignmentKRA Alignment

PHL Strategy

PHL Goals

Business Goals

Functional Goals

Individual KRA

Objectives/Goals Performance

Measures

Action Plan

Mission/Vision


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KRAKRA--SettingSettingIntegration of ob ectives & Two-way process ofagreeing ob ectives

.Organizational

Departmental

Team

Individual

Improve levels of customer Service

Specify aspects of customer service for which function is

responsible and overall improvement targets

Specify team targets within the functional areas of customer

service and the improvement targets for the function

Specify individual targets for contributing to the achievement of

team targets


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SMARTOb ectivesSMARTOb ectives

S - Specific

M - MeasurableA - Achievable & Agreed

R - Realistic & Relevant

T - Time bound


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SMART KRA SettingSMART KRA Setting

S SpecificEasy to understand

Specific desired future results

Defines the goal by answering: who, what, when, why, how

M MeasurableDescribes how each goal will be measured.

Decide measures of Success

Answers the following questions:

- How will I know/show the results has been achieved?

A- Achievable&

Agreed

With all the other commitments within the department, is this goal achievable?

Is this goal within the departments control and influence?

Most important, the goal has to be decided by mutual consensus and

agreement.

R- Realistic

&

Relevant

Is the goal in alignment with the mission, vision& guiding principles of the PHL

Does the goal relate to broader objectives that your department wishes to

achieve?

Is the time frame reasonable?

T - Time boundWhat is the specific time frame to achieve the goal/ (beginning & end date)

Establish a time frame for short & long term goals, taking into account other

factors such as delivary by others & coordination

Include interim steps & a plan to monitor progress.


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Go to:Go to: www.myphl.inwww.myphl.in


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Log on to the appraisee website : www.myphl.inwww.myphl.in

Select eVolveeVolve from the H.R.H.R. Section

The eVolveeVolve homepage will open.

First time users will log on to the site:

User id: < Employee Code > e.g.. 706620

Common password: < welcome >

The system will ask you to change your password. This will be yourpersonal password. Change and Remember your password for allfurther processes which will happen through eVolveeVolve .


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Loginto theeLoginto thee--PMS systemPMS system

For First Time Users:

User id:

Password: welcome

For Existing Users:

User id:

Password: < New Password>


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Change PasswordChange Password (Only for first time user)(Only for first time user)

Please Note:Please Note: This screen will appear for only those users

who have logged in the system for the first time.

Old Password

i.e. welcomeNew Password


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AgendaAgenda





KRA Setting throughKRA Setting througheVolveeVolve KRASettingKRA Setting




FAQsFAQs


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After registering and logging on the system, the opening page ofeVolveeVolve will

be displayed.

Click on My Inbox, placed on the top right corner of the page and selectForm Selection.

It will happen in 2 Steps:

Step (a): Selecting the appraiser/reviewer, appraisal form and the period of

appraisal applicable to you.

Step (b): Do the Goal Setting.


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Register your Appraisal Details


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Select the appraiser/reviewer, appraisal form and the period of appraisal

applicable to you.

Do the Goal Setting.

Select the Business and the Appraisal form applicable to you from the drop-down box.

e.g. Pharma Solutions / Corporate / Band I / Band II /Secretarial Support

Select the name of your appraiser, reviewer and HR manager, from the

search window. Please confirm the names before you select them.

Select the VALIDAppraisal period.

e.g. From: 01.04.2009 To 31.03.2010


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Select yourappraisal formSelect yourappraisal form


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Select validappraisal periodSelect validappraisal period


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Form SelectioncompleteForm Selectioncomplete

Please Note:Please Note: Form Selection screen will get non editable once the form selection

is complete. Please reconfirm all the information before you save them.


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Select the appraiser/reviewer, appraisal form and the period of appraisalapplicable to you.

Do the Goal Setting.

Click on MY IN

BOXand select

Goal Setting. Part

Aof

KRAform will appearon the screen.

Select Part A of the form

Set yourKRAs / Goals / Objectives for the appraisal period.

Save the form as Save as Draft when you are working on it, and notfinalized your goals. Unless you save the form as draft, all the data fed inthe form will be lost, once you log out ofeVolveeVolve.

To Submit the form, click on the Send to Appraiser.


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Setting KRA & Target/Weightage


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Appraisal formsAppraisal forms


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PART E not to be filled by appraiseenot to be filled by appraisee

Only to be

filled by the

Appraiser


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KRA FormKRA Form

Recruitment Closing the vacancy in minimum ti Closed position in less than 90 days 30


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Fill your KRAsFill your KRAs

Please Note:Please Note: To add new KRAs, new rows can be added to the existing form.


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Saveasdraft OR Submit forApprovalSaveasdraft OR Submit forApproval

Please Note:Please Note: Form will not get submitted till all the required columns/rows are filled.


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Final KRAsubmissionFinal KRAsubmission


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AgendaAgenda







Mid Year ReviewMid Year Review


FAQsFAQs


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Click on My Inbox, placed on the top right corner of the page.

Select Mid Appraisal form.

If you want to save the form to return to rework on it, then save it as

Save as Draft.

Fill the Mid year appraisal form and Submit to appraisal forapproval.


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Mid YearAppraisalMid YearAppraisal

Open Mid Appraisal Form


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Fill & submit forapprovalFill & submit forapproval

ePMS

Avg. time to fill vacancy is 21 days.34

vacancies filled till date


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AgendaAgenda









FAQsFAQs


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Mail communicatingapprovalMail communicatingapproval


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Mail communicating rejectionMail communicating rejection


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AgendaAgenda









FAQsFAQs


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FAQsFAQs


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Select FAQ from My InboxSelect FAQ from My Inbox

Select FAQ


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Select theQuestionSelect theQuestion

final evolve pms training

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