Professional Documents
Culture Documents
HRMIS
An End Term project report on MIS
Submitted to
Prof. Anupama Murali Krishnan
Submitted By :
Acknowledgement
First we would extend our honest thank to our faculty Prof. Anupama Murali Krishnan
for giving us the opportunity to conduct this project
A special thanks to a friend Mr. Vishwanath (Ops Manager, Accenture) who is most
responsible for allowing one of us to have a practical overview of the topic in the industry and
interact with his staff, and Mr Girish Ramchandran for expressing their views and thoughts.
We also thank one and all who have helped in making key decisions and discussion
which allowed me to complete this project in time successfully.
While the project was taking its form, we realized how true the below quote is
IMPORTANT NOTICE
This document is strictly prohibited from publishing other than this Project
due to written agreement Between Ranjan Shetty and Accenture.
This document is strictly prohibited from publishing other than this Project,
If published necessary legal actions will be taken by Accenture in the country
the publication is published, according to copyright act.
Contents
Introduction ................................................................................................................................................... 5
Human Resource Information System (HRIS) .......................................................................................... 6
Performance Appraisal .............................................................................................................................. 7
Employee Viewpoint ............................................................................................................................. 7
Organisational viewpoint ...................................................................................................................... 8
Performance Management Goals .............................................................................................................. 8
Inputs to the Human Resource MIS .......................................................................................................... 9
Human Resource MIS Subsystems and Outputs ....................................................................................... 9
How to Develop a Performance Management System ................................................................................10
Track and Manage Your Most Valuable Asset - Your Employees. ........................................................11
How to Structure a Performance Management System...............................................................................11
Performance Appraisal Software’s ..............................................................................................................12
Benefits of using Performance appraisal software’s ...........................................................................12
Employee Relationship Management (ERM) .............................................................................................13
Five Steps to a Human Resources Software Technology System ............................................................13
Employee Performance Management Software Solution........................................................................14
How does your solution help me manage employee performance in my organization? .....................14
Challenge .....................................................................................................................................................15
Methodology ...............................................................................................................................................15
Accenture ....................................................................................................................................................16
At Accenture ............................................................................................................................................ 16
HRMIS at Accenture ................................................................................................................................17
Performance appraisal form of Customer Service associate for swift cover insurance process through
Accenture (BPO) .................................................................................................................................17
Conclusion ...................................................................................................................................................17
BIBILORAPHY ...............................................................................................................................................19
Annexure .....................................................................................................................................................20
Introduction
The rapid developments in the information technology have not left any sphere of
the human work life untouched. The organizations are growing in size, functions, are working
across nations and thus are becoming more and more complex to handle. More and more
organizations are integrating information technology (IT) in their human resource (HR) activities
to improve their effectiveness.
Which help to systematically record all the data about the employee performance, pre-
determined targets and the results achieved, compensation, succession planning and other related
HR systems? The various forms can be filled online and can be submitted to the HR.
To complete the Performance appraisal subjectively and fairly, it is advised to consult the
previous supervisor or manager. If this is not possible, consult the supervisor’s superior to get his
views and inputs.
Human Resource Management Information System (MIS) is concerned with all of the
activities related to employees and potential employees of the organization.
Typically, the better The Human Resource Information Systems (HRIS) increasingly higher
administrative control of such systems. Currently Human Resource Management Systems
encompass:
1. Payroll
2. Work Time
3. Benefits Administration
4. HR management Information system
5. Recruiting
6. Training/Learning Management System
7. Performance Record
8. Employee Self-Service
An effective HRIS provides information on just about anything the company needs to track
and analyze about employees, former employees, and applicants. Your company will need to
select a Human Resources Information System and customize it to meet your needs.
With an appropriate HRIS, Human Resources staff enables employees to do their own
benefits updates and address changes, thus freeing HR staff for more strategic functions.
Additionally, data necessary for employee management, knowledge development, career growth
and development, and equal treatment is facilitated. Finally, managers can access the information
they need to legally, ethically, and effectively support the success of their reporting employees.
Performance Appraisal
Validations of hiring practices - are the right people in the right positions?
Provision of an objective measuring tool on which compensation decisions, and
promotions can be based
Identification of training needs - individually, departmentally and organizationally
Identification of employees who have the potential for advancement or who might be
better suited in other areas of the organization
Managing employee performance is an integral part of the work that all managers and rating
officials perform throughout the year. It is as important as managing financial resources and
program outcomes because employee performance or the lack thereof, has a profound effect on
both the financial and program components of any organization.
One of the best ways to appreciate the purposes of performance appraisal is to look at it from
the different viewpoints of the main stakeholders: the employee and the organization.
Employee Viewpoint
From the employee viewpoint, the purpose of performance appraisal is four-fold:
Organisational viewpoint
One of the principal aims of performance appraisal is to make people accountable. The
objective is to align responsibility and accountability at every organizational level.
A performance management system gives business leaders a way to tie project selection
and employee assessment to core processes and key metrics. By ensuring that everyone is clear
about the company's goals and that decisions are made based on those goals, managers can create
a culture of accountability and optimize business results. Establishing this type of system
involves a focus on process management and improvement, in line with methodologies such as
Six Sigma and Lean manufacturing.
architecture evolved in the late 1980s, many HR automation processes were relegated to
mainframe computers that could handle large amounts of data transactions. In consequence of
the low capital investment necessary to buy or program proprietary software, these internally-
developed HRMS were unlimited to organizations that possessed a large amount of capital. The
advent of client-server, Application Service Provider, and Software as a Service or SaaS.
The growing size of the organizations, the competition in the labour market and the
importance of the performance management and appraisals have given way to the use of
performance appraisal software’s. Many companies providing the HR services and the software
companies provide the performance appraisal software’s. The performance appraisals
software’s automate the appraisal processes and assist the HR by adding online capacities to the
processes. The performance appraisal software can be customized according to the needs of the
organization. The various forms and other processes can be designed in accordance to the
practices being followed in the organization.
The software standardizes the appraisal process. The software applications also have
guidelines for the users to guide them throughout the process, alerting the users about the errors
and mistakes (if any), suggesting the appropriate language to be used, provides a systematic
records of the necessary documents to the rater and the HR Department.
Several software packages are available which also provide the 360 degree review program so
that employees can get a multi-rater feedback about their performance.
• The performance appraisal software can be implemented organization wide, covering all
the employees at the levels (from lowest rank to top management) and across all the
branches of the organization throughout the world.
• Designed with the latest technologies, they are easy to understand and make things
structured, organized and standardized throughout the organization.
• Performance Measures, KPI and KRA’s, goals and objectives for each employee, team
and department can be weighted and listed according to their importance and priority.
• Use of the standard performance appraisal software’s can help to reduce the subjectivity
and the bias in the ratings of the appraisers.
• It facilitates the calculations and adjustments of the performance related pay and other
related HR decisions.
• Automatic reminders can be sent to the employees and the concerned authorities for the
due appraisals.
• It helps the HR department in appraising the performance and to manage the performance
of the employees efficiently and effectively.
• Helps to improve the productivity of the employees and employee retention in the
organization.
• Keeps a detailed record of the past performances and the Performance Reviews of the
employees.
We deliver ERM solutions using intranet and knowledge management solutions that can
improve communication in your organization, cut costs and unite a decentralized workforce. We
can help implement employee relationship management in your organization through
collaborative tools like:
Interested in a game plan for finding a Human Resources Software Technology system that fits
your needs, budget, and company growth? These five steps will help you select a Human
Resources Software Technology system.
Thinking how you can manage performance of your employees without affecting their
morale? Make it simple! That's the easiest way. And how do you make it simple? Give a
scientific thought, understand the behavioral characteristics of employees and then automate
your performance management system.
Performance is qualitative in nature and also depends on many factors like compensation,
assessment, learning and motivation. This interdependency calls for a scientific design of the
performance management solution.
We take an approach of analyzing your specific and designing a tailor made solution for
your specific requirements. You can also get the consultancy services of our partners who will
help us in designing and developing the right kind of solution for you.
Challenge
Motivational workforce practices do not work effectively in an organization that lacks an
objective performance measurement system. At Accenture India performance management
system, gaps were observed in effective discussion of employee’s Individual Development Plans
(IDPs) and regular feedback on Key Result Areas (KRAs). Also, individuals felt a lack of clarity
in their roles and the eligibility criteria for career growth. To address the employee concerns,
CSC in India enhanced its performance management system, to provide the employees with
greater opportunities to develop their career potential and align their performance with the
organization’s objectives.
Methodology
Accenture
At Accenture
The Performance appraisal is one of the important aspect taken care at Accenture, the
performance appraisal sheet or the grading Sheet is done in the Microsoft excel and based on
the performance or the appraisal scores one will have differences in Variable pay, which
employees get in the salary it is a contention that high-performance business gets superior
results from their employees both as the individuals and teams. The Performance appraisal
form is based on the Service level agreements or popularly known as SLA’s and the aspects
relating to the current SLA’s are agreed upon the service promised by Accenture and Swift
Cover Insurance PLC, which is a leading Motor insurance company in the United Kingdome, who
have intern have outsourced the Customer service to Accenture and there are currently 183
employees working for the process and whose performance appraisal would be done at the end
of every month and based on it the incentives would be received by the employee.
HRMIS at Accenture
The Appraisal form is done in the Microsoft Excel (Annexure)1 This is a replica of the actual
performance appraisal form at Accenture, and the second sheet talks about the grading system on
which an employee is rated and at the end of the month all the reports from the file would be
consolidated in one Microsoft excel file and sent to the Human Resource department.
Performance appraisal form of Customer Service associate for swift cover insurance
process through Accenture (BPO)2
Accenture India, the wholly-owned subsidiary of the $28.8-billion global management
consulting and outsourcing firm Accenture with more than 35,000 employees working in India
which is more than its US headcount of 30,000 employees.
“I learn new things every day as I try to understand the requirements of the industry. The
most exciting thing is the encouragement I receive to take up new assignments, which helps me
grow professionally and personally. This is because Accenture encourages cross-functional
movements to help one gain diverse domain expertise across the various lines of business. The
Internal Job Programme provides employees the support needed to achieve their career
advancement through a transparent and predictable selection process, robust feedback and more
choice in terms of opportunities.”
Girish Ramchandran (Data Validation Associate, Accenture Delivery Centre for BPO
Services)
Conclusion
1
This document is strictly prohibited from publishing other than this Project due to written agreement Between
Ranjan shetty and Accenture.
2
This document is strictly prohibited from publishing other than this Project, If published necessary legal actions
will be taken by Accenture in the country the publication is published, according to copyright act
succession planning. Organizations with pioneering performance appraisal systems also protect
themselves from litigation around discrimination. Recent Accenture research has even linked the
maturity of organizations' performance appraisal systems with enhanced employee engagement.
As we shift to a competitive global marketplace where intellectual capital and workforce
proficiency are important drivers of shareholder value, human capital development grows even
more crucial to achieving high performance. Because of its links to many other human capital
processes and business outcomes, an effective performance appraisal process is wise investments
that will help organizations attain high performance, and the use of information technology in the
area of Performance appraisal the transformation have occurred on how to optimize the level of
service level agreement in their operations through which they have attained the efficiency and
the make profits with high level of employee satisfaction and this can be achieved for 95,000
people through Management information system.
BIBILORAPHY
• Performance Apprisal and End term Project from Ranjan Shetty –PGDM-IB Term 1. (HRM)
• http://appraisals.naukrihub.com/use-of-it.html
• http://www.doi.gov/hrm/guidance/370dm430hndbk.pdf
• http://hr.rpi.edu/update.com
• http://www.performance-appraisal.com
• www.syrianjobs.com : performance standards
• Google scholar www.googlescholar.com
• Girish Ramchandran (Data Validation Associate, Accenture Delivery Centre for BPO
Services)
• Management of Human Resources, Gary Dessler.
• Blau, Gary E. Human Resource Accounting, 1st ed. Scarsdale,
• Peter Drucker, "Management Tasks, Responsibilities, Practices”.
• http://managementhelp.org/plan_dec/mbo/mbo.htm
• 'The practice of Management'. By Peter Drucker.
Annexure
ACCORDING TO SERVICE
LEVEL AGREEMENT BETWEEN
GRADING SHEET OF PERFORMANCE APPRAISAL FORM FOR SWIFT COVER INSURANCE PROCESS
>85% 0
<90% 0
<90% 2
> 4% 0
Note :
> 1 FAIL CALL The Associate will be sent CAD* (FAIL CALL) Grading