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Total Rewards Program: A Successful Performance Management System

Performance Management is an organization’s capacity or capability of developing the human resources of an organization to achieve their goals to not only keep up with the competition but to outshine their competitors.

The performance appraisal is defined as the process in which an organization defines responsibilities and assesses the performance of individuals or teams as a measure against performance standards set by the organization.

Companies were using the Traditional Performance Management System for long but faced several challenges and problems.


  • Their performance management content was inconsistent, i.e. the goals varied individual to individual. The guidelines were there but could not be adhered with excellence on papers.
  • The process consumed a lot of time discouraging the employee to participate, and they would come up with creative excuses every time.
  • The new age employees who were accustomed to computers hated and avoided writing papers.
  • Reporting was cumbersome for HR and the management. Digging out simple intelligence out of the system required mammoth efforts. The answer to some performance questions could never be answered.


Team conducted a thorough research on the past two years performance documents and provided consulting on the process, technology, and performance content. The TOTAL REWARDS PROGRAM solution implemented by Ihits had following features:

  • Create Company Goals and cascade them to all employees and ask them to create their goals which contribute to Company’s Growth.
  • Ihits TOTAL REWARDS PROGRAM helped them develop set of SMART Goals for all employees at all levels. Employees could copy these standard goals and modify to meet their specific needs. Thus, goals across the organization were standardized.
  • HR could initiate the Goal Setting Process and all employees communicated via e-mails. The Goal Setting Completion reports were automatically generated and forwarded to concerned managers. Frequent reminders were sent to employees to finish the task in time.
  • Goal tracking allowed employees and managers to keep a watch on the progress on a regular basis. The manager would easily mark the corrective actions and coaching notes for employees to take action.
  • After the performance period was over, annual appraisal could be initiated automatically for all employees with an email.

TOTAL REWARDS PROGRAM Becomes Part Of Growth Vehicle

TOTAL REWARDS PROGRAM of Ihits has been used for last 1 year, and they have seen significant benefits. Not only several challenges were met, but the employee experience and productivity also improved. The management could get clear insights on the organizational talent. Here are some of the key results:

  • Goal Setting Process Completion: The team could complete the Goal Setting Process for all employees across the country within 30 days. The average time taken by the employee and manager to complete the process is now reduced to few hours. Earlier this time was more than 2 days. The jump in time is attributed to the huge repository of the SMART goals available within TOTAL REWARDS PROGRAM.
  • Appraisal Process Completion: In the same way, the time taken by them to complete the entire Appraisal was 30 days which has now reduced significantly.
  • Employee Performance Improvement: Employees who have used TOTAL REWARDS PROGRAM for more than two months saw a significant jump in their appraisal scores. The average appraisal scores in the organization have jumped higher. The employees who have dexterously used the software have gained several promotions and significant monetary completion.
  • Employee Satisfaction: The objectivity and transparency has not only improved the employee’s confidence in the organization but also improved overall employee experience. Employees are vocal about the new system and confident that their performance will not go unnoticed in the eyes of the management.
  • Management Reports: The time taken to create management reports for HR has reduced from 2 weeks to 1 day for all the required reports. Not only has this reduced the burden on HR but the accuracy of reports has also jumped to 100%.
  • Objective Compensation & Career Growth: Management is now able to use the Appraisal & Goal Achievement Scores for compensating top performers as well as identifying the leaders for tomorrow. The right candidates are not going unnoticed.