ADVTALENT PEOPLE SOLUTION SHOW ME THE MONEY ADvTALENT People Solution (APS) is ADvTECH’s integrated HR & Payroll system. Some of the benefits of the system are: • A ‘self service’ access to personal data for our employees. • Online ‘leavee application’ that is automatically work flowed to managers for approval. • Online real-time access to all leave balances. • Online access to detailed payslips. • Online access to IRP5 tax certificates. cates A dedicated APS support email address has been set up for any general queries that employees might have. Please feel free to send your APS queries to: firstname.lastname@example.org Please ask your HR Department for assistance with accessing and navigating the system. You can also access the APS How-To-Guide icon on ADvNet.
PERFORMANCE MANAGEMENT HOW AM I DOING? What is Performance Management? It is a process that helps an organisation meet or exceed its goals. Performance Management is the process of: • Planning work & setting employee expectations. • Continually monitoring employee performance. • Developing the employee’s capacity to perform. • Periodically rating the employee’s performance. • Rewarding good performance. The Pe rfor mance Manageme nt pr ocess consists of three steps: Step 1: “Objective setting – devele op mutually agreed upon objectives.” Managers and employees dt determine performance objectives, how they will be achieved and how results will be measured. Step 2: “Mid year review – review progress against objectives.” Should be done periodically throughout the year. Step 3: “Year end review – review annual performance against objectives.” What should you expect? Objective setting begins with the manager and employee agreeing on a set of written objectives and the results which should be achieved. These must be SMART objectives: S-Specific Objectives must focus on specific results rather than on general or vague actions. M-Measurable If an objective cannot be measured (time, quantity, etc.), it cannot be effectively managed. A-Agreed Managers and employees should both agree on objectives in the performance plan. R- Realistic Objectives must be relevant and achievable and aligned with and support the goals of the department, division and company. T-Timely The objective should be linked to a time frame in which it should be achieved. Mid year review: Provides for the chance to have at least one formal feedback discussion in the middle of the year to discuss progress against objectives: • What’s going well? • What can be improved? • “Ensure there are no surprises.” Year end review: The employee summarises their accomplishments against objectives for manager’s review and the manager formally reviews the performance rating with the employee. These personal and confidential reviews are collaborative, in other words you give your input together with your manager. They are a great opportunity for you to talk about how you are doing and also about your career at Varsity College and what the future could hold for you. Employee Development Worksheet (EDW): Your line Manager will sit with you annually to draw up an individualised EDW that will speak to a personal development plan for you. This will include looking at training needs, career aspirations and development plans to assist you with closing any gaps that may exist between your current role and your future potential position/s that has been identified.