Scribd
Upload
569 views17 pages

HRMIS Performance Management Review

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 The document identifies problems with the current performance management module, such as a lack of job descriptions, outdated computers, subjective appraisals and no feedback.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
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
569 views17 pages

HRMIS Performance Management Review

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 The document identifies problems with the current performance management module, such as a lack of job descriptions, outdated computers, subjective appraisals and no feedback.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
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd

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
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 & Upgrade Facility & Perform


Shortage of Computers System Modification

KPI Not Included Incorporate Target & KPI Function


Appraisal Are Very Subjective & Bias in the System

No Feedback After Appraisal Perform Feedback After Appraisal


& Lack of Transparency & Transparent Grading

Ineffective Grading System Improvise Grading System &


& Unattractive Packages Attractive Retention Program
Perform Integration Between
No Integration Between Training & HRMIS
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

You might also like