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HRM - Performance Management System

This document discusses the Performance Management System (PMS) and its integration with the Human Resource Management Information System (HRMIS) used by the public service in Malaysia. It provides an overview of HRMIS and its modules for personnel records, training, recruitment, payroll and performance management. The document identifies problems with the current performance management module, such as a lack of job descriptions, outdated computers, subjective appraisals and no feedback. It analyzes the findings and provides recommendations to address the problems, including incorporating key performance indicators into the system, providing transparency and feedback, and improving the grading system. The group recommendation is to prioritize incorporating targets and KPIs into the system and providing transparent feedback after appraisals.

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Yamini Jayabalan
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Download as PPT, PDF, TXT or read online on Scribd
363 views

HRM - Performance Management System

This document discusses the Performance Management System (PMS) and its integration with the Human Resource Management Information System (HRMIS) used by the public service in Malaysia. It provides an overview of HRMIS and its modules for personnel records, training, recruitment, payroll and performance management. The document identifies problems with the current performance management module, such as a lack of job descriptions, outdated computers, subjective appraisals and no feedback. It analyzes the findings and provides recommendations to address the problems, including incorporating key performance indicators into the system, providing transparency and feedback, and improving the grading system. The group recommendation is to prioritize incorporating targets and KPIs into the system and providing transparent feedback after appraisals.

Uploaded by

Yamini Jayabalan
Copyright
© © All Rights Reserved
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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IN PUBLIC SERVICES

UPM : GROUP
ASSIGNMENT 2014

OVERVIEW
INTRODUCTION OF HRMIS
PERFORMANCE MANAGEMENT SYSTEM & HRMIS
PROBLEM STATEMENT
ANALYSIS
RECOMMENDATION & IMPLEMENTATION

CONCLUSION

HRMIS
HUMAN RESOURCE MANAGEMENT INFORMATION SYSTEM
A computer software intended for simplification of HR management process,
improvement of its quality via automation of the basic (routine) objectives & activities.
The main purpose to enables the most efficient use of human knowledge, talent, skills
& capabilities in order to achieve an organizational goal.
System development initiated in April 1999 and completed in September 2006
Objective of HRMIS
To establish a mechanism to collect, process and update comprehensive data on
the size and composition of the civil services
To establish an automated payroll for the civil service & ensure that wage bills is
properly reflected in the budget & MTEF
To support decision-making on a feasible medium-term, civil service reform
strategy that leads to improvements in performance of personnel management
functions.

HRMIS MODULES
Personal
Records

Training &
Development

Selection &
Recruitment

Payroll
HRMIS

Performance
Management

LOG-IN TO HRMIS

LOG-IN TO HRMIS

LOG-IN TO HRMIS

PERFORMANCE MANAGEMENT
Set up the annual target of an individual personnel in line with organizational goals as
well as to generate annual performance evaluation reports.
Link performance with career development, development requirement and selection of
award on outstanding performances
3 main focus
Strengthening of PMS
Recognition & rewards
Effective counseling services
Level of measurement
Management/Supervisor: track the performance against targets as well as
identifying the employee needs and improvements
Employee/Staff: clarify duties, defines the performance standards and
reviewing/evaluating the individual performance.

PMS & HRMIS


PERFORMANCE MANAGEMENT SYSTEM IN HRMIS
Computerized PMS will assist an organization to develop intellectual capacity as well
as promoting employee retention and performance enhancement.
Main features of Appraisal & Employee Retention;
Setting up the annual target jointly by the supervisors and respective
subordinates
Comprehensive weighting/scoring system during appraisal to provide more
objective evaluation
Formation of departmental coordination panel on performance appraisal and
salary progression

PROBLEM STATEMENT
The Performance Management Module in the
HRMIS that governs performance management,
appraisal & employee retention system in the
public service is inefficient where it failed to serve
its purpose to benefit the workers as hoped.

ANALYSIS & FINDINGS


No Proper Job Description

Old, Outdated, Improper & Shortage Of Computers


Key Performance Indicator Not Included
Appraisal Are Very Subjective & Bias
No Feedback After Appraisal & Lack Of Transparency
Ineffective Grading System & Unattractive Packages
No Integration Between Training & HRMIS

ALTERNATIVE ACTIONS
Finding/Problem

Recommendation

No Proper Job Description

Perform Job Analysis

Old, Outdated, Improper &


Shortage of Computers

Upgrade Facility & Perform


System Modification

KPI Not Included


Appraisal Are Very Subjective & Bias

Incorporate Target & KPI Function


in the System

No Feedback After Appraisal


& Lack of Transparency

Perform Feedback After Appraisal


& Transparent Grading

Ineffective Grading System


& Unattractive Packages

Improvise Grading System &


Attractive Retention Program

No Integration Between Training & HRMIS

Perform Integration Between


Training & HRMIS

RECOMMENDATION
Perform Job Analysis

Upgrade Facility & Perform System Modification


Incorporate Target & KPI Function in the System
Perform Feedback After Appraisal & Transparency Grading
Improvise Grading System & Attractive Retention Program
Perform Integration Between Training & HRMIS

GROUP RECOMMENDATION
Incorporate Target & KPI Function in the System
Perform Feedback After Appraisal & Transparency Grading

WHY?
Do not require additional budget

Involves decision from PSD and related agency without bureaucracy


BEST IMPLEMENTED SIMULTANEOUSLY

IMPLEMENTATION
MODEL IN CHANGE MANAGEMENT

CONCLUSION
Encompasses the whole of the human resource management process from
appointment to retirement, has enhanced the quality of the public sector.
New approach in human resource management that is more comprehensive
and integrated to overcome the many challenges of public sector
management.
A platform for sharing information faster and improving communication
among agencies.

THANK YOU

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