Talent Management for Sage HRMS

PerformancePAM is the premier talent management solution designed specifically to work with Sage HRMS (formerly Sage Abra HRMS). PerformancePAM is developed with direction from HR professionals resulting in a system that encourages employee development and increases workplace performance and satisfaction.

The turnkey implementation methodology makes the solution easy to deploy and sets you up to maintain your company’s web-based, automated, totally paperless employee performance appraisal system with little effort. Customizable templates, progress tracking capabilities, notifications, goal management, and scoring, PerformancePAM will allow you to get started quickly and have a complete employee talent management solution that will essentially administer itself.

Webtellience Features an Benefits

Decrease Costs – Webtelligence will automate your processes so you will lower operating costs, remove redundancy and improve many of your business processes, like customer, inventory, and vendor selection and other administrative functions.

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Browser-based Performance Appraisals

PerformancePAM is a browser-based employee talent management role-based system with a SQL driven back end. Managers and employees alike can access the system from their desk or at home through a web browser, allowing appraisals to be completed anytime.

Tight Integration with Sage HRMS

PerformancePAM’s tight integration with Sage HRMS solutions eliminates duplicate data entry and guarantees accurate employee information. PerformancePAM collects employee demographics and displays them in the appraisal. Sensitive employee information is only viewable by the appropriate managers.

Other Important Features

Phrase Selector – The PerformancePAM phrase selector provides a competency and score specific list of comments a reviewer can choose from when composing feedback in an employee review.

Word Check – Word Check allows Human Resources to maintain a bank of words and phrases that PerformancePAM will flag as disallowed if a reviewer attempts to include one of them in an employee review or other employee documentation.

Budget Entry Screen – The budget entry screen allows a department to input a budget for salary increases and allocate the resources as appropriate while staying within budget.

Employee Journal – The employee journal is an area where employees and supervisors can record notes on goals and performance between appraisal cycles throughout the year.

Enhanced Goals – Managers and employees may set and define individual employee goals related to personal and professional development. Managers can insert employee goals into any section of their employees’ performance appraisal to allow for better tracking of assigned goals.

Self & 360 Degree Peer Reviews – Preserve the integrity of 360 Degree Peer Reviews by letting PerformancePAM determine who views which screens. By default, PerformancePAM limits what peer reviewers see when they score appraisals, maintaining the honesty and integrity of the peer reviewed appraisal.

Manage Past and Future Performance – Once in the system, past appraisals are accessible for future reviews. Managers have on-demand status of current appraisals as they are reviewed and approved. Future goals and objectives show up on the next appraisal, allowing management to focus on organizational goal achievement.