Script

Company Overview:

We have selected Brandworks technology limited for our project. Brandworks Tech. is into mobile
accessories manufacturing (earphones, Bluetooth speakers, etc.) It commands an employee base of
500+ employees with its operational and employee base growing at a rapid pace. The corporate
values of the company include creating an enhanced workplace experience for its employees by
fostering teamwork, providing career growth and boosting productivity.

Current Performance System:

 Takes the most recent performance of the employee, ignoring their past performance
 The entire PMS system takes inputs from the Director and the respective vertical Heads,
benchmarks the performance against a set of matrices and gives the ratings against these
parameters and decides the revised compensation
 If the appraisee has issues with his/her rating, they raise an objection option on the
dashboard and a meeting is accordingly fixed with the respective stakeholders
 HRIS framework software used for PMS is called “Talbrum” and they are a cloud based HRIS
Solutions provider

Now we move onto our proposed system wherein we have identified 4 main features or processes
to replace in the existing system: This includes Competency and goals mapping process,
performance evaluation and ratings to improve the overall performance assessment process, goals
management system that focuses on setting SMART goals, monitoring the progress on goals etc, and
finally we have introduced a self-appraisal process as well.

Context Diagram-

We have identified 6 externals.

The system holistically has 2 dimensions namely the appraiser and the appraisee. The 2 way
communication between the parties is done via the PA system and the arrows denote the
exhange of communication between the 2. The other parties involved are the HR dept., Top
mgmt., etc. The intitial reminder for the appraisal is sent to the appraiser by the PA system
along wth the template. The appraiser then inputs the neccesary data and feeds it to the PA
system which in turn relays is to the appraise. This to-fro communication ensues till the final
PA is done and their is a mutual agreement

Processes:

1. KPI generation based on department goals- Top management will facilitate

creation of department wise objectives and KPIs. These objectives and KPIs will be
fed into the database, stored and updated.
2. Smart Goal Setting management system- This system assists employee in setting of
SMART goals in line with departmental goals and objectives. Goal Sheet generated
for the appraisee will be generated and given as input to appraiser.
 3. KRA, KPI setting based on competency mapping and goals- This system maps the
skills and competencies of the employee with the goals sheet
4. Negotiation of Goals and objectives- The Goals set by employees are initiated for
review via negotiation.
5. Next negotiation will lead to updation of any changes required in goal sheet and
this final goal sheet will be sent to appraisee.
6. Final Goal submission and validation- Once final goal creation is completed,
submission and validation of goals is initiated. These validated goals will be fed,
stored into database.
7. Goal Approval- Goal approval is done by Human resource department
8. Next hr department will initiate appraisal and notify the appraisee
9. Self Appraisal- Self  appraisal  is initiated by the appraisee
10. Self Appraisal Evaluation by appraiser- Self appraisal Evaluation is initiated by
appraiser and benchmarked against the earlier given ratings. Graded Goal Sheet will
be generated and fed into appraisal details database
11. Review of graded goal Sheet- This system will review the graded goal sheet and sent
for rating calculation
12. Rating calculation- This process calculates the rating for appraisee . The output of
this process will be the final rating of the employee.
13. Review Compensation- Based on the final rating calculation, inputs are given to
compensation department to revise and finalize compensation for employee
14. Training need Identification- Final rating will be given to appraiser and based on
that he will identify performance gaps and suggest training needs for the employee
Finally appraiser will give Feedback to the appraisee

ERD-
We have identified 6 entities-
 Each employee is assessed by one or many employees while each employee assesses
himself 
 Each employee belongs to 1 and only 1 department. Each department has 1 or more
employees
 Each employee is appraised by one or more appraisers and each appraiser appraises
the performance of one of more employees
 Each reviewer reviews one or more appraisal results
 Each appraisal result is reviewed by one or more reviewers
 Each employee has only one final appraisal result and each appraisal result is for only
one employee
 Each employee has one or more appraisal/performance goals
 Each Appraisal/performance goals is for one and only one employee