HRMS

Maintain employee information including:

1. Employee number Available as Employee Code
2. Employee name, Available
3. Address (Present and permanent), House Number, Gram Number,
village block, district etc. Available
4. Photograph Available
5. Phone number, mobile number, e-mail Id Available
6. extension number Not Available
7. Date of birth / date of superannuation DOB Available Date of
superannuation not Available
8. Gender Available

9. Academic Qualifications Available

10.
Professional Qualifications as defined in REC promotion policy
Doubt
11.
Reserved Category (If applicable) - category Certificate and
police Verification Status not available. Certificates can be attached
as attachment
12.
Marital Status Not Available
13.
Details of children / Family details Available
14.
Contributory Provident Fund (CPF) / Economic Rehabilitation
scheme (ERS) / Gratuity / Pension Available

15.
Designation / grade Available
16.
Date of birth / date of superannuation DOB Available
Date of superannuation not Available

17.
Annual Grade Increment record when due and sanctioned PA
18.
Date of subsequent promotion, whether employee forgoes
promotion, date of last promotion Available in PA
19.
Membership no. (where applicable), Date of membership,
nominations made by employee, relationship of employee with
nominee, date of declaration, percentage of benefit for which each
nomination is made, address of each nominee Not Available

20.
Details of dependents declared for Medical benefits / LTC / Tuition
fee etc., date of start and end of declaration, relationship with
dependents, age / income / profession of dependents Available
21.
Transfers, Posting details, period of current / last posting details
Available

22.
Disciplinary actions (Major and Minor penalty)- Details for the
purpose of promotion Available
23.
Previous experience capturing Names of companies, sector of
industry where worked, Tenure Available
24.
Trainings or courses or certifications undergone / acquired before
or after joining (details and no. of days) Available
25.
Date of joining Available
26.
Pay details (this field should be password protected), - password
protection not available
27.
Blood group, Height and Weight details Not Available
28.
Passport details, Nationality Available
29.
Employment Status (Contract, Permanent, Ex-employees,
deputation) system should record reason for exit , type of exit, date
of exit for ex-employees Available
30.
PAN No. Not Available
31.
Place of Posting / department or division Available
32.
Award / Insignia received Available
33.
Legal disputes/action not available in HRMS
34.
Able to retain historical data from the day employee is hired and
all records should be date sensitive
35.
Capability to maintain single database capturing all personal and
job related data of all kind of employees permanent/ contractual/ on
deputation or ex-employees retired, voluntarily retired, resigned,
dismissed, etc. Available

36.
Capability to date and time stamp all changes in the database,
enabling data availability on 'as on date/time' basis. Available
37.
Capability to update the data through work flow on real time and
on-line basis with maker checker concept implemented so that only
authenticated data shall be reflected in the human resource database
Available
38.
Flexibility of additionally capturing any information relating to
employee at a later date Available
39.
Capability to maintain concurrent jobs for employees with
additional responsibilities/ special duties in addition to regular
responsibilities. Available
40.
Capability to link employees with the various Committees
(permanent or temporary) not available
41.
Ability to capture details of officers on deputation to outside
agencies/ organizations and officers joining from outside organization
Available (Employee Transfer)
42.
Automatic Alerts for police / reserved category certificate
verification request pending for more than () weeks (user defined)
to HR division Not Available
43.
Status of receipt of medical report, police verification and
reserved category certificate verification Not Available
44.
Capability of processing probation report after recruitment /
promotion with pre-defined templates. Issue of probation report.
Maintain status of approvals before issuing probation clearing report.
This should be linked to promotion and recruitment module Not
Available
45.
Able to generate Headcount report and detailed manpower
report Discipline/Project/GroupWise/ reserved category wise and grade
wise and turnover report Not Available
Organisational Structure
46.
Capability to define cluster based organizational structure
(positions) and multiple reporting relationships and integrate with the
respective employee data Available
47.
Capability of recording changes in the organizational structure
(repositioning/ redefining the control structure). Available
48.
Capability to restrict making changes in the organization
structure to authorized persons only Available

49.
Capability to seek confirmation after every change made in the
structure, changes to be made permanent only on authentication by
the controller of the authorized person Not Available
50.
Capability to change/restore/rollback changes to a previous
(given) date and report inconsistencies Not Available
51.
Capability to generate tree structure giving details of all role
holders and reporting employees (defining reporting and reviewing
relationship) at different levels like CO , PO , ZO , department ,
organizational level etc. Available based on Reporting
Structure, Branch level.
Department level not available.
52.
Capability to define position wise/ person wise administrative
powers (based on REC Delegation of Power) for organizational units
and tightly integrate these administrative power definitions with work
flows and approvals. Available
Recruitment
53. Facility to define the specifications of the vacancy in terms of qualifications, work experience,
location considerations, skills/ competencies required, Available
additional certifications/ professional qualifications, etc. Not Available
54. Ability to generate report for all the above functionalities (qualifications, work experience, location
considerations, skills/ competencies required, additional certifications/ professional qualifications,
etc.) with a provision for querying Not Available
55. Facility to draw recruitment schedule in accordance with the recruitment plan Available
56. Facility for managing recruitment for special categories requiring relaxation in norms

Available
57. Facility for generating advertisement for recruitment using templates for publication on HRMS
portal, in media, on website and storing in Advertisement history Not Available
58. Facility to receive online responses from job applicants with ability to filter out those applicants
who do not meet eligibility criteria of age, qualification, experience in lower grade etc.

Available
59. Facility to attach documents/ credentials in soft form as a part of the application or at any other
time as decided by the institution. Available
60. The system must generate online application number and the acknowledgement of receipt of
application, with a condition that the application is subject to be rejected if the fee has not been
paid (in case fee is applicable). Facility for manual intervention and subsequent responses after
verification process must be there. Not Available Need to discuss
61. Verification process wrt the parameters like University,qualifications, reserved category and other
formalities must be complete in all manner. System must save this verification process against
the application records Not Available Need to discuss
62. Facility for generation of call letters (through email / alerts) for written test/ interview with
allocation of roll numbers and venue and offer letter for finally selected applicants. Should support
manual intervention in changing venue/ centre subsequently available. Venue in call

letter not available- need to discuss

63. Facility to define the evaluation criteria and generation of results post evaluation Available
64. Sorting of applications based on skills / qualifications and providing shortlist to selection
committee on basis of parameters in advt. Scope for manual intervention in relaxation of eligibility
criteria at any stage. Available

65. Generation of merit list of candidates on user configurable criteria such as category wise,
alphabetically, roll no. wise, score wise etc. Not Available
66. Facility to maintain check list for verification and acknowledgement of various aspects related to
joining viz., medical reports, testimonials, other relevant certificates, etc. including Database of
requests for extension of joining and approval / rejection status of the same Available
67. Ability to capture details of the policy for recruitment to various cadres in the company Not

Available - doubt
68. Ability to record payments made to the panel members/ invigilator/ candidates etc. Not

Available- need to discuss

69. Should allow for maintaining a checklist of details to be mentioned in each employee's personnel
file Available
70. Provision to record comments / marks of interviewers at various levels of interviews and applicant
attendance with link to seniority list for automatic updation on joining of selected candidates.
Available
71. Maintain the details of recruitment agency for contract hires and list of approves institutes for
permanent hires with ability to add / delete such agencies / institutes by authorized HR executives
Available
72. Update action taken status against approved recruitment Available
73. Maintain details related to formation of Selection committee and its members Not

Available. Need to discuss

74. Intimation of Interview schedule to Panel members through alerts with ability to reschedule such
date and time and for issue of revised correspondence / communication Available
75. Display of details of selected / appointed candidates in format specified by REC on internet

Not Available. Customisation

76. Record of unfulfilled vacancies for future advertisement Available
77. Capability to cancel recruitment against some or all vacancies advertised at any stage of the
process or later Available
78. Capability to maintain details of selected and waitlisted candidates in system and use the same in
the case selected candidate(s) decline offer, do not join etc. Indicate non availability of waitlisted
candidates. Waitlist not available. Needs discussion
Selected Candidates list decline offer, do not join list available
Traning
79. Capability of undertaking training need analysis for various units for creating a training plan using
multiple tools e.g. performance management, competency management, training needs /
employee development part of appraisal forms in PMS module, succession planning, self
nomination (with approval through proper channel) etc. .Available in PA, Training

Request
80. Provision to define trainings - short term, long term, study tour, seminar/ workshop etc.

Available
81. Provision to capture ad hoc course offers provided by various entities. Available
82. Capability to prepare and publish training calendar (Training Master Plan) along with details of
trainings (course title, course brief, type/level, date/duration, location/country Available ,
funding source like UDAID, REC as a Sponsor field, cost estimates etc.) and seek nominations/
recommendations online. Option to ask HOD / other specific employees for recommendations on
Training Calendar and option for reminders. Manual nomination option should also be available.

Not Available
83. Capability to design selection criteria (for employees) for various in house/ external trainings
especially higher studies. Send timely reminders to nominated employees. Not Available
84. Capability to maintain Training Records like date and duration of training underwent by
employees, types of training Available, name of conducting institutions, approved training
budget , training wise actual expenditure etc.

85. Capability to capture expense details (course fee, travel, and other expenses incurred for the
course) through interface with payroll module Available as Adhoc Debits
86. Capability to capture pre-departure training formalities including generation of office order,
release of foreign exchange, application for visa etc. with link to payroll module. Each office order
should have a unique number. Not Available
87. Capability to capture training effectiveness assessment / employee feedback after conduct of
training and send timely reminders to employees in case of non-completion of feedback
Available
88. Capability to monitor planned training against actual training conducted based on user defined
parameters such as number of trainings, budget, participants etc. Available
89. Capability to maintain full training history of all employees. Update Employee Master Data with
respect to training attended with corresponding changes under performance management
module Available
90. Provision for change/cancellation of nomination and confirmation of standby candidates.
Available
91. Maintain training undergone details (employee wise, course wise, gender, division , project office,
cadre, designation, date, month, number of training days/ employee/ year ascending,
descending or individually etc.) Not Available
92. Provision for attachments and sending the same to a selected list of employees Not

Available
93. Alerts for upcoming Training programs should be sent to eligible employees Not Available
94. Indicate / highlight / Generate report for non completion of training man days for each employee

Not Available
95. System should give Head of Dept. (HoDs) option for withdrawing of nominated employee(s) from
training Available
96. Capability to record and intimate non attendance / non participation of employee(s) in trainings
and record such occurrences employee wise, training programme wise etc. Available

Promotions
97. Capture and manage performance targets in goal setting forms as well as actual performance at
various levels - Corporate, Departments, Regional Office, Divisions, organizational etc.
Available KRA/KPI
98. Ability to draw a competency matrix in the system and define the competencies/ skills/ roles/
responsibilities required at each level/ position for the purpose of promotion. (linked with
Competency Management module) Not Available
99. Ability to capture rules for promotion eligibility in terms of seniority, performance and
achievements, service in present level in years, disciplinary actions, reservation category,
vigilance clearance, submission of APRs, integrity certification etc. Partially Available
100.
The candidates who are eligible for promotions (Zone of consideration) must get
calculated from system based on the REC Promotion Policy and reservation rules of Govt. of
India (GoI). Not Available
101.
Ability to enforce relaxations in eligibility norms to reserved category candidates,
allocating certain percentage of vacancies for these categories based on Govt. of India norms
Not Available
102.
Ability to carry out the entire promotion process through work flows including on-line
preparation of promotion appraisal forms, recording of recommending / appraising authorities
comments and attendance sheet, generation of scores and status regarding pending vigilance
cases Available
103.
Ability to obtain workflow based clearance on vigilance/ disciplinary cases from various
authorities Available
104.
Ability to upload promotion list and send call letters to candidates found eligible for
promotion Not Available
105.
Ability to support prospective/ wait list promotions in case employee(s) forgo promotions
Not Available
106.
Ability to generate promotion calendar (to be made user definable) Not Available

107.
Ability to make effective promotion only on reporting at new place in case of officer
getting transferred on promotion and generate periodical detailed report in case of non-reporting.
Report in case of Non-Reporting after transfer is not available
108.
Ability to do salary fitment / pay fixation on promotion Available
109.
Capability to handle back dated promotions with respect to promotion policy with flexibility
of giving or not giving financial benefits with retrospective effect Available but effective date
cannot be back date need to discuss
110.
Capability to automatically refresh organizational Structure, Seniority List and employee
database on acceptance of promotion and relieving (in case of transfer on promotion). Track
Relieving and joining of candidates. Available
111.Capability to redefine the promotion process on change of policy Available
112.
Process approval for nomination of Departmental Promotion Committee through
workflow. doubt
113.
Reminders for intimating interview schedules to the panel members and eligible
employees, with a copy of reminder to Admin. Deptt. for making suitable arrangements for
interviews Available but copy to admin is not available
114.
Call letters/ communication for written exam/ interviews to eligible employees available
115.
Stores attendance sheet and rating sheet of promotion interviews. Rating sheet
Available. Attendance Sheet not available doubt.
116.
Promotion order preparation and Result announcement to promoted candidates (with
capability to intimate promotion results through e-mail).- Not available
117.
Process for modifying promotion order / issuing modified promotion order Not
Available
118.
Store and generate Report with status of receipt of Medical Check-up forms and other
verification forms after promotion process Not available. Doubt
119.
Ability to create assessment sheet for the Promotion Committee based on minimum
marks required, service marks, interview marks etc. and calculate fitness for promotion with result
in form of Yes / No. Not Available
Transfers / Manpower allocation
120.
Capability of automating the transfer (including Job rotation) processes and approvals for
all cadre/scale/grade/stream through workflow, based on transfer policy and management
decisions taken from time to time, with facility to configure rules linked to Sensitive Posts
121.
Capability to maintain complete history of employee transfers since recruitment with
details like stay duration etc. Available
122.
Capability to perform calculations for arriving at the surplus manpower and vacant
positions, regional office / department / cadre / grade wise etc.
123.
Regional office / department / cadre / grade wise etc. manpower norms to be defined by
REC. Capability to record employees request for transfer through employee self service and
indicate appropriately at the time of transfer exercise. Record of such request wherever acceded
to be maintained. Available
124.
Capability to reflect changes in manpower database / organizational Structure / PMS etc.
modules after relieving from old posting and joining at new posting. System should store starting /
ending date of posting. Available
125.
Capability to record exemptions given in transfers by competent authority with reasons
for the same Not Available - Doubt
126.
Provision to record and generate the transfer orders cancelled/ deferred/ modified.
Reminders to controlling officer for relieving in case of transfer / transfer-cum-promotion after
user-defined number of days, with copy to HR division and provision for manual intervention by
HR Administrator for relieving of employee(s) in case of non implementation of transfer orders.
Not Available doubt on relieving of employees by HR
127.
Ability to generate lists of transfer requests of employees/ recommendations received
from controlling officer etc. to be reviewed by the competent authority for deciding on transfers
with/ without promotions. The office may also transfer an employee without any request/
recommendation With or Without Promotion is Not Available.

128.
Ability to generate transfer orders through print/ emails with intimation to employee
concerned, controlling officer, HR and other user defined offices / individual employees Not
Available
129.
Ability to generate relieving letters on transfer. Capability to allow the employees or the
controlling offices to fill up handing over/ taking over forms on line Not Available - doubt
130.
Intimation to payroll module for release of TA based on type of transfer, as per TA/DA
policy (as in transfer orders)
131.
Ability to keep transfer orders under abeyance (by HR Administrator) and cancel / modify
transfers orders. Not Available
Employee Self Services
132.
Capability to empower employees to enter / view/ edit predefined data regarding self e.g.
updating of personal records like Bank details, marital status, salary details with last employer,
leave balance, leave approval status , Salary details, loan etc. taken from REC, declare
investments for tax calculation purpose, Property returns, Leased accommodation data, Medical
information etc. With capability of classifying information on basis of whether these can be not
viewed or only viewed or both viewed and edited / entered by employees. The console shall be in
English and Hindi. Available
133.
Data entry / edit to be updated in database only after counter check by Administrator /
Competent Authority Available
134.
Functionality of a bill / benefits system which would also include reimbursements, loans,
advances, benefits under various schemes etc. This would have features for submission of online
request, tracking approval status and credit/debit the salary account, status of receipt of physical
proof/ bills, status of repayment of loans and advances etc. Available bills submission not
available
135.
Capability to remind the employee through self service/e-mail regarding modification or
requirement of additional data Not Available
136.
Capability to provide links to the important items hosted in various in-house websites/
intranet e.g. important circulars/ instructions/ policy documents etc.
137.
Capability to view projections of Income Tax liability, terminal benefits etc Not Available
138.
Capability to apply for / modify / cancel any kind of leave, process approval of leave,
leave encashment, bill payments, loans request etc for employees through workflow Available.
Cancellation not working
139.
Capability of completing, appraising, reviewing and approving / accepting on-line
appraisal/performance form with option of resubmission of form (for purpose of goal setting / mid
year review of goals) Available
140.
Capability to generate reminders for employees who have not submitted the Appraisal
form and for respective appraisers with copy to facilitator (HR) and reviewing authority Not
Available
141.
The system should send the employee confirmations after changes are made online
doubt
142.
The system should allow the user to customize various menus / store favorites or most
frequently used links Available
143.
The system should provide workflows to Accommodate multiple levels of review and
approval as per REC Delegation of Powers (DoP) and reporting structure Available
144.
The system should provide employee(s) performance history. Available
145.
The system should provide appraisal forms, performance plan templates and employee
performance plans. Available
146.
The system should provide employees access to training information and history of self
and subordinates. Available
147.
The system should enable managers to approve training enrolments Available
148.
The system should provide immediate updates to the core HRMS/ payroll database when
data changes complete the workflow cycle. doubt
149.
The system should give managers the ability to create and save their own custom
reports. Available

150.
Capability to conduct on-line employee satisfaction surveys and generate analysis
results. Available Task scheduled for this week
Leave Management and Time management
151.
Capability to mark attendance on-line though the HRMS . Available
152.
System to be linked to Time management system of REC. Cutomisation
153.
Capability to maintain & configure multiple types of leave like casual, earned, study,
medical, extra-ordinary, maternity, paternity, Half pay leave, commuted, special disability leave,
special casual leave, child care leave, compensatory leave etc with provision to define maximum
and minimum cap etc and enforce applicable REC rules. Provision should be there to adjust
applied leave days and actual utilized leave days. Available
154.
Alert to employee when Earned leave and other encashable leaves reach a specific
upper limit Available
155.
Leave balances should be merged/ transferred/ credited automatically through an accrual
process in the system based on user defined criteria. Available`
156.
Facility for auto credit and auto debit of leave as per REC leave rules Available
157.
Capability to maintain list of local holidays and integrate with the leave management
Available
158.
Capability to manage on-line application and track approval status of various kinds of
leave through workflow Workflow Available Online Application Not Available
159.
Capability to enable managers to plan acceptance / rejection of leave(s) applied for by
subordinate employees so that multiple employees with similar reponsibilties / at same level
should not be absent concurrently. Available
160.
Capability to approve / de-approve / reject leave through workflow Available
161.
Capability of record keeping and maintenance of historical data related to leave and time
management Available
162.
Capability to integrate the time management with leave management Available
163.
Capability to integrate with payroll module for calculation and recovery of pay etc
including in case of leave, short attendance on a given day etc. Available
164.
Capability to provide the Manager consolidated status of present/ absent employees
working under him/ her Available
165.
Capability to link to payroll module for calculation of leave liability Available
166.
Capability to intimate the controlling officer when an employee goes on unauthorized
leave (unproved absence) / returns back from unauthorized leave/ extends leave/ reports in the
middle of the sanctioned leave period (along with appropriate reduction in sanction) Available
167.
Capability to pop up a 'to-do' list of system prompted/ user fed tasks at first login of the
day in HRMS Not Available
168.
Generate Report for employee-wise / deptt.-wise / location wise attendance record and
early leaving/ late coming record Available
169.
Generate employee-wise / deptt.-wise / location wise Report for any specific type of
leave(s) for any specified time duration Available department, leave type filter is not
available
170.
Capability to obtain total attendance data for any date.- Not Available
Maintenance of service files
171.
Capability to maintain service files documents in scanned form including date of birth,
domicile, disciplinary cases details, photograph etc. Available s Attachments in Employee
Master
172.
Capability to track the physical location of the service file by recording the file number
and place where it is kept so that after HRMS, no physical file movement may be required
doubt
Discipline / Vigilance / Legal Cases Not available in HRMS

173.
Ability to capture history of disciplinary actions taken against the employee and
punishment awarded along with office order, reference number etc. Available
174.
Capability to restrict the access to information to authorized officials and report the audit
trail
175.
Capability to restrict and categorize a case as pending, contemplated, cleared etc. for
use by other modules e.g. promotion etc
176.
Capability to link to payroll for suspension cases for payment of subsistence allowance
177.
Capability to enforce reduction/ freezing of basic pay, other allowances/ benefits, on
account of punishment from the date of service of order. Such reduction order should be reflected
on the payroll immediately.
178.
Capability to restore original basic pay/ benefits/ allowances and others (before reduction/
freezing) on account of upholding of appeal against the punishment. Such restoration of pay
should be reflected in the payroll module
179.
Should be able to generate report regarding Action Taken against employee(s) like:
Exonerated
Minor penalties like Censure, withholding of promotion etc.
Major Penalties like compulsory retirement etc.
Others (customizable) With option to query using various criteria like Location,
level / grades, other (user defined ).
180.
Should be able to generate progress report of disciplinary cases / appeals and monthly /
annual return including:
a. Opening balance of cases
b. Closing balance
c. Cases closed
d. Cases not attended
e. Reason
f. Other details (user defined)
181.
The employee master data should be available in a central system and a link to complete
history & audit trail of disciplinary actions taken against him / her should be available
Issue of NOC
182.
System should issue NOC (using editable templates) for passport, visa, outside post and
any other purpose including NOC for re-employment of retired employees as well as existing
employees Not Available
183.
System should issue no objection letter for availing loan from banks, financial institutions
or other entities. Not Available
Benefits Module Expense/Claims module need to discuss
184.
Support various types of loans, advances, reimbursements & other benefits (with link to
payroll module)
a. Advances like HBA, Multipurpose advance, travel advance etc Not Available
b. Loans like Car Loan, utility, computer, education loan etc Available
c. Benefits like Company-leased accommodation, Medical, Indoor medical treatment,
economic rehabilitation, welfare benefits etc
d. Reimbursements like Petrol, telephone bills etc Available - In Salary Sructure
185.
Support functionality to process various types of staff bills / reimbursements
186.
Online Submission of Staff bills and perquisites form through self- service portal Not
Available
187.
Facility to generate bills due to be submitted by employees / approval of advances , loans
, reimbursement and claims requests Not Available
188.
Maintain complete bill claim history of each employee Available
189.
Online checking , query handling and notification for Bills submitted by employees

190.
Provide automated dispatch of Bills approvals/ clearance details to all employees having
email ids and print for those who do not have email ids Not Available
191.
The monthly loans related deductions should automatically recorded to the respective
loan account of the employee. Available
Employee should be able to generate their loan balances at any point of time through self
service portal Not Available
192.
Maintain complete loan history of each employee Available
193.
System should have the capability to define various loans/ advances / other benefits and
store its various characteristics such as periodicity, interest rate, ceilings details, repaying
capacity etc as per REC rules & policies Available
194.
System should provide administrator of benefits module with comparative checklist of
loan/advance / other benefit rules vs. employee rule fulfillment status in case of employee
application for such benefits Not Available
195.
System should allow employees to apply for various loans, advances, reimbursements
and other benefits etc. online and track their status Not Available
196.
System should generate reminder in case of separation of surety in case loan / other
benefit rules require such surety Not Available
197.
System should be able to attach loan sanctioning rules to every loan type Not
Available
198.
Facility for employees to check their entitlements on various benefit schemes.
Available in the loan Request Page. Report for the same is not available
199.
Update approved and remaining Budget for various loans and advances - Not
Available. Need to discuss
200.
Store details of status of repayment of loans and advances. This is linked to payroll
module. Available
A) Insurance
201.
Capability to define various insurance schemes with premium and group insurance data
generation Not Available
202.
Recording accident, claims, and any compensation Not Available
B) Management of tours and travel
203.
Facility to apply online for tours and travel by the employees and online approval by
concerned authority
204.
Support tours and travel cancellation, extension, postponement, rescheduling etc with
approval
205.
Ability to maintain air/railway/ transport rates with respect to distance specified
206.
Sanction of advance against the tours and travel application
207.
Generation of reminder letters if tours and travel final bill is not submitted within the
prescribed time
Deputation /lien
208.
The system should have the ability to generate reminders for repatriation at least ()
months (user definable) in advance before repatriation of officer is due from other organization
Not Available - doubt
209.
The system should have the capability to generate list of officers on deputation. Not
Available
Performance and Competency Management
210.
Ability to support different types of appraisal forms for different levels / grades of
employees. Available
211.
Facility for generating printable file of filled appraisal form. Not Available

212.
Ability to define the period for which appraisal is being carried out - To be linked with
Transfers module Available but not linked to Transfers
213.
Ability to support the existing performance appraisal system for all grades of employees
through proforma based templates including the targets / goals and achievements as the case
may be. Depending upon the designation / level / grade of the employee, certain performance
appraisal parameters like competencies for various management clusters, should be pre-defined
in the proforma. This is used for online goal setting as well as goal setting discussion with the
superior
214.
Facility to review the Goals set earlier and change them during the performance period
with adequate rights i.e. both employee and appraiser / reviewer should mutually agree for the
change in previously set goals which should get recorded in the system Available
215.
Capability to provide for both periodical and ad-hoc appraisal system Available
216.
Capability to record self appraisal, supervisor/s' appraisal and final appraisal, mid year
review, through workflow Available. But no workflow for Appraisal - doubt
217.
Capability to link with organizational chart for reporting , reviewing and countersigning
relationships during the financial year
218.
Facility for identifying and recording the training needs/ gaps identified during the
appraisal process (provided a higher authority wants and feels the need for such training). This
forms an input to the training needs assessment. Available
219.
Capability to record part appraisal report due to change in assignment or change of
appraiser / reviewer ( two or more appraisers / reviewers during appraisal period) provided
employee has worked under one appraiser for more than (.) months (user-defined) not
Available
220.
Capability to integrate with payroll for sanction of performance incentives through
workflows. Capability to record feedback on the integrity of the officer during performance
appraisal. not Available doubt
221.
Capability to maintain history of performance appraisals. This is required for employees
tenure of service. Available
222.
Support generation of alerts / reminder letters/ mails to the employees/ appraising
authorities in case of non-submission of appraisals, goal setting etc. not available
223.
Capability of recommending confirmation of employees who are on probation, post
recruitment or on promotion, based on the performance feedback / controlling officers remarks.
Available
224.
Capability to advise / communicate adverse remarks raised in the Appraisal to the
employee with option to select whose comments ( appraising , reviewing officer etc.) to be
communicated to employee
225.
Capability to communicate performance rating to employee
226.
System should auto-populate current appraisal form with KRAs / KPIs of last appraisal
form of respective employees. These auto-populated fields can be edited and saved by
concerned employees. Available
227.
Capability to arrive at the final rating by taking weighted average of rating provided on
each KPI and competencies, collate ratings and draw a distribution curve department wise/grade
wise / cadre wise etc,
228.
System should link final performance ratings with promotions module Available
229.
Capability to record various dates such as submission of self appraisal, appraisal by
appraiser and reviewer etc. Available
230.
Ability to restrict completion of employee Self Appraisal / reporting / reviewing etc. to due
dates specified by HR administrator with rights to HR Administrator to extend for any specific
case or in general for division / office / company Available
231.
Ability to calculate department wise/grade wise / cadre wise etc. percentile for PMS
ratings for facilitation of normalization of ratings based on REC PMS rating normalization policy
not Available
232.
Ability to generate grade wise report with consolidated performance rating for any
performance year Not Available