Employee  Performance  Management 

What is Employee Performance Evaluation(EPA)?

(At its most basic level, Employee Performance Appraisal (EPA) is the process of examining and evaluating the performance of an individual employee in an organization.) Read More...

Why EPA?

The fundamental goal of EPA is to align employee self-goals and strategic business objectives, measure, promote and improve employee effectiveness. Read More...

What are the Pitfalls of notAutomating EPA?

Given that employee EPA Management (EPAM) is a comprehensive and continuous process, paper based processes can be fragmented and inconsistent. Read More...

Why to Automate EPAM?

Traditional EOY appraisal is essentially a post-mortem activity that does not give employees time to improve their performance on the job. Read More...


fulcHRum’s EPAMSystem:

fulcHRum’s EPMS

  1. Managers can view assignations to Leverage the strengths of the employees.
  2. Engage the employees with continuous feedback at the right time, to achieve set objectives.
  3. Describe the protocol by which obligations / deliverables are to be met for all processes.
  4. For business continuity mangers can assign and view assignations and trigger the next action.
  1. Help Align employee personal goals with corporate strategy.
  2. Link incentive compensation to targeted scorecard measures.
  3. Provide feedback on individual performance and help build competencies.
  4. Uniform administration of the policies and ratings as per guidelines across the organization.
  5. Design appropriate counselling, training or other rigorous corrective measures for the employees.
  6. Inspire employees to innovate and create value for the clients and the organization.
  1. Continuous feedback, instead of periodic,on their performance enables to employees to take corrective measures to achieve set targets.
  2. Employees can upload and update their achievements, accomplishments, certifications, new competencies acquired on a regular basis.
  3. Self-Identify goals that have been met and those where additional effort may be required in time can help in time course correction.
  4. An employee can determine whether the job description and competencies accurately reflect the reality of the position, and make updates as necessary.
  5. Self-Identify and set performance, achievement and development goals for the upcoming year.
  6. Employee has an opportunity to provide input and agree or sign-off on it before the review is finalized.
  1. 9 Grid Report
  2. Bell Curve
  3. Goal Alignment Report
  4. Stretch Goal Report
  5. Competency Training Gap
  6. Top & Bottom 10 Performers
  7. Team Performance Report
  8. 360 Degree Feedback
  9. Employee Progress Report
  10. Employee Profile
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