I am dropping another feature i feel the above topic should work.
The ToDo feature which is a brilliant tool for efficiency tracking and productivity, really has no link to appraisal of the staffer. Competence nd performance is really tied around task and evaluated.
Lets take a team of 5, 4 members and 1 team lead. They meet on a monday to have their depts meeting, in the course of the meeting, roadmap of what to be achieved for the week is set.
The current way it works is the appraisal template is set with some terms or name which would now be scored. A mail is sent from the system to employees( now to the team members) to staye what they have done for the day.
Their responses would be via mail and captured by daily work summary, but how will it be evaluated by the team lead who gives or generates report to the Head of the department,?
He has to go thru the daily work summary information first, then to the appraisal sheet to now score on different titles as entered in the appraisal template. This is already stressful for the Team lead, how much more if he has like 10staffers in his team.
My opinion: Rather than using appraisal templates, ToDo assigned should be captured automatically and rated using configured settings.
What i mean by this is on monday morning, the members were given 4 tasks each, assigned to each of them by the team lead or they capture it themselves.
Once that is done and saved, the appraisal sheet captures those entries( HR dept users or managers should have the right to see this aspect) with fieleds like Assigned by, Assigned to, Description of assignment( Mandatory), start Date, Due or end date, Status ( Started, Progress, Half way, Almost Done, Completed) meaning that each of these status has a 20% mark of work done.
Appraisal: if Date is due and the work is at “progress level” the person gets a 40% work score, if at Almost done, the person gets 80%,and so on.
With these, HR dept can generate staffers evaluated performance with ease for each weak, month, quarter, bi annual and yearly and for any number bcos its automatically calculated and rated. The quarterly, bi-annual, or yearly performance rating as decided by the managment could bring about rewards, recommendation for training or off.
This suggestion can be finetuned to make it more polished if there is any.
I had a presentation on ErpNext on Thursday,28th September,2017 and although they loved the app, there were somethings they pointed that i have raised in the github as well as discussed with Arundhati.
The company has a seasoned HR executive who has been in the HR system for over 20 years at local and international level. What were the concerns when we got to HR modules?
Employee details good, but where do you capture items given to him, when he collected them, state at which he collected them and when he returns them. If the tool is withdrawn from him and given to someone else or replaced etc, how or where is it captured and the likes?
It was an issue to them. According to him, its a standard HR practise across standard organisation and i had discussed this with Arundhati before even this presentation that the feature is important.
Appraisal: They equally pointed out that our appraisal pattern is not robust; they cited Peachtree HR system as an instance, which allows staffers to appraise their work, then their bosses appraise them and then HR can present results during mgt meeting to give a summary report of all staffers performance with the result.
Now, i believe strongly that Erpnext has a good HR system Structure, however, the appraisal system doesnt have a proper flow of appraisal from staffer to head of unit and to HR giving recommendations as per Appraisals seen from HODs.
This again i raised at github, saying the structure should be revisited. ErpNext has ToDo doctype, if the doctype can be referenced to appraisal as a link such that for every task assigned, it is captured under item for appraisal, then if task is completed and closed, there is a set point for different level of stages like Open = 0, progress = 1, etc, however, i would prefer using the below cases:
The number of task assigned is automatically calculated as 100 percent, as each stage is closed the percentage achieved increases.
Each task assigned can have subtasks, those subtasks should also be rated in such a way that when it is completed, it give the sum of the parent task that was subdivided.
Thirdly, in addition to Appraisal above, we know that each staffer has a job description, there isnt any job description field in ErpNext HR.
There are expectations from this employed staffer, those expectations field has to be captured too and evaluated or appraised to know if the person is
Recommended for training.
These can only be done via appraisals.
Kindly consider these in your plan for next version.
I am open to skype discussion if need be or whatsapp discussion.
I am a loyal fan of ErpNext and am ready to contibute ideas to bring it to number 1 software known in the world.
Is it possible to have a skype voice discussion with you?
I presented ERPNext to the organisation where i work, they liked the application and its features, however, company policy hindered their signup.
It fall under the “Conflict of Interest” section of their policy, so i was told they cant patronise me.
Why i want us to havea chat ia because i was involved in another company’s presentation and although they are not as robust as our own ERP, ther HR aspect is really rich, thos was what i was mentioning when i dropped those features in the github.
The chairman of the company is highly interested in HR to empower and track performances,evaluation, promotion etc.
Its based on this i want to have a chat with you, voice talk so that we can share my views.
Let me know when would be convenient for you, though am available now if you are.