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Sunday, 25 February 2018

PERFORMANCE MANAGEMENT SYSTEM

INTRODUCTION OF HUMAN RESOURCE PERFORMANCE MANAGEMENT:

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Performance management system helps companies establish employee performance standards and enables managers to estimate employees’ job performance.
Performance management systems are used to achieve employee progress, performance, and development in relation to meet company’s goals.
Companies use performance management system to facilitate expressive and ongoing discussions between managers and direct reports to employees.
Performance management system is most commonly implemented by Human Resource management team to support manager-level supervise throughout various divisions at companyestimate employees, conduct performance reviews, maintain a record of discussion topics, and facilitate 360-degree feedback.
Many performance management systems offer organizational planning capabilities that help Human Resource teams ensure certain skill sets are present within the company and plan for succession contingencies in case of employee departure.
Performance management system can be implemented either as a standalone solution or as part of an integrated Human Resource management suite.
Performance management system frequently integrates with compensation management software so that employee performance reviews can directly impact compensation decisions.

MODULES OF HUMAN RESOURCE PERFORMANCE MANAGEMENT:

There are several modules required to complete this system. Here we are discussing the main modules or core modules of the system.

ADMIN PROFILE:

Admin is a super user of our system. Admin can view all data in the system. Admin must log in to the system then there is authentication process. After that admin has all rights to access performance, client reviews, project performance.

EMPLOYEE PROFILE:

The employee is the basic unit of the company. The overall performance of company would depend on employee performance. So, we need to record each employee performance.

REGIONAL MANAGER PROFILE:

Regional Manager has his own team. Each team has many employees. Regional Manager is responsible for the better performance of the employee. A regional manager would track and motivate the employee to perform better.

GENERAL MANAGER PROFILE:

The general manager has also login module with authentication. General Manager can view the performance of regional manager, employee, own performance. The general manager can rate Regional manager. He can check client reviews, project performance and client rating.

PROJECT PERFORMANCE:

The project has been given by the client. Each project has its title and description. The project has to be finished by dead line date. Then after client would able to review the project and rate the project.

EMPLOYEE REPORT:

Every month and year system would use the system data of employee and generate the employee of the report. This would help to understand the employee performance in a better way.

SYSTEM DESIGN OF HUMAN RESOURCE PERFORMANCE MANAGEMENT:

The system basically needs very simple architecture. This is system is their main four users i.e. Admin, Regional Manager, General Manager, and Employee.

USE CASES FOR ADMIN OF HUMAN RESOURCE PERFORMANCE MANAGEMENT:

Use cases for Admin of human resource performance management:
Admin is the most important person in this system. Admin is a super user of this performance management System. Admin must have a login and complete authentication process.
Now, the admin has complete access into the system. he can view the performance of General Manager, Regional Manager, and Employee Performance.
Admin can view client reviews related to project if any. Admin can be check project performance if any project is running at that time.
Admin can view project client rating as well.

USE CASES FOR GENERAL MANAGER OF HUMAN RESOURCE PERFORMANCE MANAGEMENT:

Use cases for General Manager of human resource performance management:
The general manager is the second most important person in this system. that’s why he has lots of accessibility in this system. The general manager must have a login and complete authentication process. Now, he has complete access to view performance of a Regional manager, employee and own performance.
He can rate to Regional Manager. Also, he can access client reviews and project performance if any project running at that time. He can also access client rating. The client is bound to give a review.

USE CASES FOR REGIONAL MANAGER OF HUMAN RESOURCE PERFORMANCE MANAGEMENT :

Use cases for Regional Manager of human resource performance management :
Regional Manager is third most member of this system. He must do log in with the authentication process. He can view the performance of employee along with own performance. he can rate performance including the employee. He has two other module client reviews and project performance. Regional Manager can access client reviews also project performance. He can also review client rating.

USE CASES FOR CLIENT OF HUMAN RESOURCE PERFORMANCE MANAGEMENT:

Use cases for Client of human resource performance management:
The client is a basic user of this system. He must do log in with the authentication process.
He has two modules for their use: Rate team, I which he can rate team for their work. secondly, he can also rate project in which he can share project experience. Which reviewed by Admin, General Manager, and Regional Manager.

USE CASES FOR EMPLOYEE OF HUMAN RESOURCE PERFORMANCE MANAGEMENT:

Use cases for Employee of human resource performance management:
The employee is working member of this system. He must do log in with the authentication process. He can view performance including own performance.The employee is working member of this system. He must do log in with the authentication process. He can view performance including own performance.He has the ability to rate his regional manager.

USER INTERFACE(UI) OF HUMAN RESOURCE PERFORMANCE MANAGEMENT:

The user interface is very important part of the system. A good and user-friendly interface attracts the user toward it. Whereas a bad one makes the user experience bad and they never return to the system. As we have shown several use cases in this system we have developed these interfaces to interact with the system.

LOGIN PAGE:

Admin, General Manager, Regional Manager, client and employee need to login using the log in id and password.

ADMIN PAGE:

This page help to Admin to view all performance, check project performance and client rate and reviews.

GENERAL MANAGER PAGE:

This page help to General Manager, to view performance, rate Regional manager, view client review and project performance.

REGIONAL MANAGER PAGE:

This page helps Regional manager, to view the performance of the employee and own, rate performance to the employee, client reviews and project performance.

CLIENT RATING PAGE:

This is help client to rate team and project performance.

PROJECT PERFORMANCE PAGE:

This interface helps in view the detail of each project. Project Performance page also records the review and rating given by clients.

EMPLOYEE PAGE:

This interface helps the employee to view own performance and rate to the Regional manager.

ER-DIAGRAM OF HUMAN RESOURCE PERFORMANCE MANAGEMENT

ER-DIAGRAMĀ OF HUMAN RESOURCE PERFORMANCE MANAGEMENT
There are mainly six entities Admin, General Manager, Regional Manager, Employee, Project performance, the client. These Six entities would manage the whole system. There are mainly six entities Admin, General Manager, Regional Manager, Employee, Project performance, the client. These Six entities would manage the whole system.

ADMIN:

Admin is a super user of the system. Admin has all right to view and modify the data in the system. Admin has followings attributes.

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