Effective Performance Management Strategies for Employees

Performance Management

Our performance management solution provides a flexible and structured approach to managing company, departments and employee performance goal setting, ongoing feedback, and periodic appraisals, internal and align workforce efforts with business goals, and foster ongoing employee development

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Soletechs performance management desktop

Performance journal

Goals and Competencies

Ratings

Bell curve management

Performance journal

As an employee, before you complete your review, you often gather information about activities or events that contributed to your success during a review period. The performance journal is the place where users can document those activities and events. In addition, you can create future activities that must be completed to help you accomplish a goal, meet the requirements of a development plan, or meet a performance commitment. Performance journals aren’t required to create goals or performance reviews.

The performance goals page helps you track the goals that you and your manager have created for you. You can create any number of goals, and those goals can span different periods and performance reviews. You can also create simple or complex goals, depending on the amount of information that you want to enter about the goal. Goals aren’t required for performance reviews.

You can apply a rating to any goal or competency that is on the review. You can define the rating models for each review. The defaults for ratings are on the Human resources shared parameters page under Performance. Users will have an option for the following process.

Flexible and dynamic employee performance evaluations solution for dividing employee to different categories such as high performers, average performers, and low performers which will helps companies standardize performance reviews and align talent development strategies and bonus and promotion distribution based on company budget.

The Bell Curve approach divides employee performance into different tiers. A small percentage are rated as top performers, a majority are rated as average performers, and a small percentage fall into the low-performance category. This can be useful for talent management and workforce planning.

Allows managers to normalize performance ratings through forced distribution, ensuring only a fixed percentage of employees can receive top ratings. This helps to maintain a balance and avoiding rating inflation where too many employees are rated as high performers.

Automate the performance review process by setting up criteria for each performance level. Managers can input ratings and feedback, and the system automatically distributes these according to the bell curve rules set by the organization.

Help leaders make informed decisions about talent development, promotions, and salary adjustments. By mapping performance ratings onto a bell curve, organizations can quickly identify top performers for rewards and underperformers for further development or corrective actions.

Performance Appraisal Cycle

Performance appraisals play a crucial role in helping organizations manage and evaluate employee performance. The system provides a structured approach to conducting appraisals, supporting both managers and employees in setting goals, providing feedback, and tracking progress.

Employees and managers collaboratively set performance goals at the beginning of the appraisal cycle. Progress is tracked over time, and at the end of the cycle, performance is evaluated based on the completion and quality of these goals.

This type evaluates employees based on predefined competencies relevant to their roles. Managers assess how well the employee demonstrates these competencies, which may include skills, behaviors, or technical abilities.

In this type, feedback is collected from multiple sources, including peers, subordinates, managers, and even customers. This provides a comprehensive view of an employee's performance and helps identify areas for development.

Employees can submit self-assessments, reflecting on their own performance, achievements, and challenges. This type of appraisal promotes self-awareness and prepares employees for more productive discussions during formal reviews.

This dynamic approach allows for regular check-ins between managers and employees. Continuous feedback and real-time adjustments to performance goals are encouraged to ensure alignment with company objectives and employee growth.

Automatic email notification and cycle creation with manager and HR for employee probation cycle with the results of review (End probation – Extend probation – Start termination process) and you have option to hide the process from employee until result appear.

Grievance is part of performance cycle which allows user to submit his objection for any objective rating or technical competencies rating.

Performance appraisal Rewards

After a company has designed and implemented a systematic performance appraisal system and provided adequate feedback to employees, the next step is to consider how to tie available corporate rewards to the outcomes of the appraisal. Behavioral research consistently demonstrates that performance levels are highest when rewards are contingent upon performance.

Structured approach to evaluating employee performance over a defined annual period. It helps Companies assess how well employees meet their objectives, contribute to Company all goals, and demonstrate core competencies. By offering a clear rating system, it ensures transparency, consistency, and alignment with the company’s performance management strategy.

Evaluates the performance of distinct business units within a Company on an annual basis. This approach helps companies measure how well each business unit achieves its strategic objectives, contributes to the company's overall success, and aligns with broader corporate goals. By focusing on the performance of business units, Companies can assess productivity, profitability, and efficiency at a departmental or divisional level, promoting accountability and strategic alignment.

Providing a structured and objective way to assess an employee’s performance over a one-year period. It helps Companies evaluate how well employees achieve their goals, demonstrate competencies, and contribute to the company’s overall success. This system is essential for guiding decisions related to promotions, compensation, training, and career development.

A structured approach empowers companies to reward employees for their performance and contributions over the course of a year. It helps ensure that bonuses and promotions are distributed fairly and transparently, based on clear performance criteria and company goals.

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What's new ?

Soletechs 2024 Quarter 4 Release Announcement

We are excited to announce the latest release of our Soletechs Human Capital Management solution. This update is packed with new features, enhancements, and improvements designed to streamline your HR processes, enhance employee engagement and optimize workforce management.

Quarter 4 Release Announcement!

For more detail for previous releases, you can visit resources page

Learn more

UK payroll regulation support

The United Kingdom’s payroll regulations are governed by various laws and HM Revenue and Customs (HMRC) guidelines. Employers must comply with these rules regarding wages, tax deductions, social security contributions, and employee benefits. Here is an overview of key payroll regulations in the UK.

Soletechs UK payroll support overview pdf

Soletechs UK payroll regulation support overview PDF!

Uzbekistan payroll regulation support

Uzbekistan’s payroll regulations are shaped by its labor laws and tax code, governing various aspects such as wages, benefits, and tax contributions. Below is an overview of key regulations.

Soletechs Uzbekistan payroll regulation support overview PDF!

India payroll regulation support

India’s payroll regulations are governed by various laws, including labor laws, tax rules, and social security requirements. These regulations dictate the payment of wages, tax deductions, employee benefits, and statutory contributions. Below is an overview of the key payroll regulations in India.

Soletechs India regulation support overview pdf

Soletechs India payroll regulation support overview PDF!

Pakistan payroll regulation support

Pakistan’s payroll regulations are governed by a combination of labor laws, tax rules, and social security contributions. These laws ensure that employees are paid fairly, taxes are deducted appropriately, and employee benefits are managed according to statutory guidelines. Here is an overview of the key payroll regulations in Pakistan.

Soletechs Pakistan payroll regulation support overview PDF!

What's new ?

Soletechs 2024 Quarter 4 Release Announcement

Quarter 4 Release overview PDF!

For more detail for previous releases, you can visit resources page

Learn more

What's new ?

UK payroll regulation support

Soletechs UK payroll regulation support overview PDF!

What's new ?

Uzbekistan payroll regulation support

Uzbekistan’s payroll regulations are shaped by its labor laws and tax code, governing various aspects such as wages, benefits, and tax contributions. Below is an overview of key regulations.

Soletechs Uzbekistan payroll regulation support overview PDF!

What's new ?

India payroll regulation support

Soletechs India payroll regulation support overview PDF!

What's new ?

Pakistan payroll regulation support

Soletechs Pakistan payroll regulation support overview (PDF)

Frequently Asked Questions

What is Soletechs Dynamics 365 Human Resources?

Soletechs Dynamics 365 Human Resources is a comprehensive solution on top of Dynamics 365 platform designed to streamline and automate HR processes. It helps businesses manage employee information, payroll, benefits, leave, performance, and compliance efficiently. The solution integrates seamlessly with other Microsoft tools like Azure services and Power BI to enhance HR operations.

How many countries regulation does Soletechs HCM support?

Our payroll covers all labor law requirements for the Gulf Corporation Council and Middle East region (Saudi, UAE, Qatar, Kuwait, Bahrain, Oman , Jordan , Egypt, Morocco, Tunisia, Algeria, Pakistan, India , Uzbekistan) and UK.

What industries does Soletechs HCM support?

Soletechs HCM is suitable for a wide range of industries, including healthcare, manufacturing, Retail, financial services, education, construction, public sector, communication, Real estate, charity, hospitality, food and carting, oil and gas and more. It offers industry-specific functionalities to meet the unique HR needs of different sectors.

How does Soletechs ISV solution enhance Dynamics 365 Human Resources?

Our ISV solution provides additional features and capabilities tailored to your business's specific needs based on each country regulation. We offer industry-focused modules, advanced customizations, and enhanced reporting functionalities, allowing you to maximize the value of your Dynamics 365 Human Resources implementation.

Does Soletechs HCM support employee self-service?

Yes, Soletechs HCM support employee self-services from Dynamics 365 workspace without external portal to utilize dynamics 365 full solution workspaces for employee self-services process and procurement and expenses management also we are presenting same functionality on Dynamics ESS 365 mobile application for iOS, Android and App Gallery.