Overview
This guide provides a detailed overview of the HRplus Manager Self Service (MSS) module, focusing on its core functionalities, key features within each section, and user roles and responsibilities.
The MSS module empowers managers/supervisors/team leaders with tools to streamline various HR processes for their direct reports. This includes:
Leave Management: Viewing leave charts and approving leave requests.
Performance Management: Conducting performance appraisals, analyzing employee skills gaps, and requesting training.
Talent Development: Setting goals, conducting 360 reviews, and managing assessments.
Recruitment: Initiating staff requests and tracking candidate application stages.
Reporting and Analytics: Accessing custom HR BI Reports for informed decision-making.
Roles and Responsibilities
The MSS module caters to different user roles, each with distinct responsibilities:
HR User: Responsible for system configuration, setting up events, managing training resources, and overseeing the overall appraisal process.
Manager/Supervisor/Team Leader: Utilizes the system to manage their direct reports, including approving leave, conducting appraisals, setting goals, and requesting training.
Employee: While not directly using the MSS module, employees interact with their manager via the MSS through features like goals, appraisals, leave requests through their self-service portal.
Key Functionalities
A. Organisation Chart
Personnel: Manage direct reports' information, including adding, editing, deleting, and viewing their details.
Leave: Access and visualize leave data for team members.
B. Talent
Task Board: Provides a consolidated view of all tasks, categorized by status (Not Started, Started, Normal, Approaching, Post Due, Completed, Cancelled) for efficient task management.
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HR Events: Manage HR-related events like Goal Setting, including creating, editing, deleting, and viewing events for employees.
Goals:Create and assign SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) for direct reports, aligning them with company, department, and job-specific objectives.
Monitor goal progress, provide feedback and coaching, and document progress reports.
Leverage features like adjustable targets, goal costs, and task linking for comprehensive goal management.
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"The manager and employee should engage in continuous discussion re the completion of goals with the employee providing progress reports and the manager providing coaching and feedback. This is documented via Employee Goals in respect of the specific goal. At the end of the appraisal period, the appraisal review can then be done."
Appraisals:Create and conduct performance appraisals based on goals, competencies, and primary job responsibilities.
Utilize various rating scales and weighting systems to evaluate performance.
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Generate appraisal reports and documentation for employee records.
360 Multi-Rater:Set up and manage 360-degree feedback reviews for team members.
Configure teams, member groups (e.g., peer, direct report), and review questions.
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Collect, analyze, and share feedback to foster employee growth and development.
Training: Request and track training for direct reports to address skill gaps.
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Training History: Review completed training records for individuals.
Assessment:
Conduct, manage, and analyze employee assessments to understand the talent pool and inform HR decisions.
C. Recruitment
Staff Requests: Initiate requests for new staff by defining required roles, skills, and experience. Track the progress of the request through various stages.
Interview Candidates: Participate in the interview process for potential candidates.
D. Manager Reports
Access and utilize custom HR Business Intelligence (BI) reports to analyze workforce data and make informed decisions related to talent management and organizational planning.