EmployWise HR Software Community Feed

EmployWise Release 172013, Monday 29 Apr, 2013

Fri, 24 May 2013 12:17:31 GMT

4 New features added, 4 Problems resolved

New feature added:

T&E

An option to allow an employee to withdraw a travel request if asked to reconsider by the manager, has now been added.

PMS

Goal setting page has been redesigned to make the form more compact.
Confidential assessment section has been enhanced to include promotion assessment and exit assessment.
A new report on Confidential assessment has been added to reports section under PMS.

Problems resolved:

A problem with Reset goals option has been fixed.
Alumni plans were not reflecting. This has been fixed.
A problem in calculating grace period while giving message for late penalty has now been fixed.
A problem with adding more than 10 category owners for assets has been fixed.

EmployWise Release 162013, Monday 22 Apr, 2013

Fri, 24 May 2013 12:16:17 GMT

5 New features added, 4 Problems resolved

New feature added:

EIP

The assets functionality has been significantly enhanced. The assets now follow a completed workflow of issue and receipt by the employees and return as well. At each stage, there are notifications that can be configured and both the employee and asset manager can write comments for each individual asset.
Escalations have been added for non-receipt of assets and other similar events. They can be setup from EIP section of settings.
The HR user can now only view asset details. All additions/updates to employee assets must be made by users defined as asset managers for the relevant asset categories.
Apart from issuing an asset from the interface, a provision to bulk upload employee assets has also been added.

PMS

Rating scale values can now be defined with specific colors so that at the time of rating and viewing a rating, the rating is displayed in the relevant colours.

Problems resolved:

A problem with training tab in PMS, has been fixed.
For KPIs with ' in their name, system was not allowing comments to be added. This has been fixed.
A problem with marking in time from attendance API, after a weekly off, has been fixed.
A problem with displaying balance of manager in Balance details, has been fixed.

EmployWise Release 152013, Monday 15 Apr, 2013

Fri, 24 May 2013 11:56:36 GMT

1 New feature added, 2 Problems resolved

New feature added:

PMS

The appraisal page has been redesigned to make it more compact, remove lot of white spaces in between and remove fields that are not applicable.

Problems resolved:

A problem with allowing HR head to view shifts and shift patterns, has been fixed.
Problem of duplicate past attendance requests on same date has been fixed.

EmployWise Release 142013, Monday 08 Apr, 2013

Fri, 24 May 2013 11:39:08 GMT

3 New features added, 3 Problems resolved

New features added:

L&A

The leave encashment feature has now been extended for Alumni also.

PMS

A feature to allow additional of overall comments in Goals and Competency sections has been added.
All comments added by a user during a certain stage of the PMS process, can now be edited or deleted by that user till the final submission if that stage is done by the user. For example, an comments entered by the appraisee during self-rating stage can be modified or removed by the appraisee till he or she completes submission of self-rating.

Problems resolved:

A problem with Leave type setup related to multiple entilement applcability definitions, has been fixed.
A problem with Payroll report has been fixed.
A problem with employee confirmation recommendation notification, has been fixed.
A display of wrong status where appraiser and reviewer are same for an appraisee, has been fixed.

EmployWise Release 132013, Monday 01 Apr, 2013

Fri, 24 May 2013 11:29:25 GMT

1 New feature added, 3 Problems resolved

New feature added:

PMS

A significant feature has been added, which allows previous manager to give appraisal ratings, which can then be referred to by the actual appraiser. Whenever an employee's manager is changed or a manager's separation request is accepted, system triggers a Previous manager rating, to be filled by the outgoing manager. This can be anytime during the appraisal year, as long as the goal setting for the employee has been completed. At the time of actual appraisal, the incumbent appraiser will be able to see the previous manager's rating and comments for each line item. This is an optional feature and can be enabled in performance plan settings.

Problems resolved:

A problem with Alumni record visibility has been fixed.
A problem with Attendance report with timings has been fixed.
A problem with display of leaves adjusted in separation, in the PDF report has been fixed.

EmployWise Release 122013, Monday 25 Mar, 2013

Fri, 24 May 2013 05:52:31 GMT

1 New feature added, 4 Problems resolved

New feature added:

T&E

A new report - Booking Details report has been added in the Report section, which gives line item details of travel itenary, accommodation schedule and local conveyance of a travel schedule, all in one single report.

Problems resolved:

A problem in candidate being able to skip mandatory fields has been fixed.
Attendance report has been enhanced to handle much larger data sets.
A problem with two different half day leave applications on the same day, has been fixed.
A problem with competency ratings report has been fixed.

How to Create the Best Workplace

Wed, 22 May 2013 12:50:46 GMT

Recently the HBR referred to “the organization of your dreams.” It talked of a company where individual differences are nurtured; information is not suppressed or spun; the company adds value to employees, rather than merely extracting it from them.

Simple enough to articulate but seemingly difficult to execute! Today’s companies are so focused on their quarterly bottom lines and valuations that long term employee relationships seem to be a glaring casualty.

It is time for HR to stand up and be counted. To have a permanent seat at the CXO table. This will happen when they can demonstrate the long term effects of creating an organization culture where people see that their personal growth is aligned to the company’s vision. When they feel that what they do is worthwhile not just for the company top and bottom lines but because of the socio-economic impact that their company’s business has.

A number of short and long term metrics need to be monitored for this to happen. We need to examine our methodology for measuring employee satisfaction. Are we asking the right questions? Questions that can sensitively measure people’s attitudes to their work and their company’s impact? We then need to study the correlation between company performance and the newly defined employee satisfaction to gain insight into the inter-dependence of these two variables.

So how do we arrive at sensitive measures of employee satisfaction that are data driven? The starting point is employee transactional data and the insight that they afford us. In terms of attrition, reasons for separation, growth trends in compensation relative to economic indicators and performance trends. Maintaining dashboards and correlating these to periodic, well-designed employee sat surveys is the cornerstone of understanding how people can become the bridge between an organization’s ambition and its performance. It has the added benefit of bringing your company closer to being the organization of its employees’ dreams.