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MENDAKI SENSE

Digitalising HR Practices

At a Glance

MENDAKI SENSE (SENSE) is a social enterprise seeking to automate and digitalise traditional Human Resource (HR) practices and processes. Additionally, the enterprise seeks to align existing roles and competencies to the Skills Framework as well.

Through a workplace transformation project with CWLP, SENSE saw an increase in its HR staffs’ confidence to carry out appraisal processes with cost savings of 25% and time savings of 30%.

Keen to find out how you can champion the growth and confidence of your employees? Read on to find out!

Achievements

The project team together with support from Management and inputs from IAL's Certified Workplace Learning Specialist, achieved the following:

Automation and digitalisation of existing paper-based performance appraisal system resulting in cost savings of 25% and time savings of 30%
Inclusion and development of new assessment criteria including roles, job descriptions and competencies that are aligned with the Skills Framework
Digitalisation of performance appraisal process using E-appraisal and integration with the enterprise’s automated HRM system.

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MENDAKI SENSE participated in the LEA programme with the aim to enhance its staff capability through the support and guidance of our Certified Workplace Learning Specialist.

The project outcomes and deliverables were visible from the roll-out of the e-appraisal system recently (mid-year performance review). The learning process has been key to the staff involved throughout the journey. I was happy that the Balanced Score Card perspectives and principles had been adopted in the new e-appraisal system for a more objective staff performance assessment.

Mr. Mohamed Faiz SelamatExecutive Director

The journey has been beneficial as we have acquired the skills to develop a robust Job Description, identify appropriate generic and technical competencies based on the job roles standardised to the skills framework for Training and Adult Education sector (TAE) and map staff current competency level.

This component is reflected in the new e-Appraisal system implemented under this project. HODs were also trained on KPIs and goal settings and they now have a better understanding on importance of crafting the right KPIs/ Goal setting that will be used for performance measurement.

Ms. Faizah Binte Rahmat Head, Corporate Development

The process of identifying the generic and technical skills and competencies together with the HODs has been beneficial and an enjoyable learning process. I learnt the importance of identifying the specific training according to the staff’s job description and training need analysis.

Ms. Aida Ahmad IshakSenior Executive, Corporate Development

Challenges

As more companies embrace the digitalisation and automation of HR functions such as performance management to increase transparency and productivity, SENSE recognises the need to use dynamic technology tools and platforms to yield similar outcomes.

This ensures alignment of employees’ roles and competencies to organisation objectives and also increases standardisation and alignment of goals and competencies to Skills Framework to ensure precise annual performance ratings that facilitates communication between employees and managers.

Interventions

The project team started to design and implement training and coaching as well as creation of learning resources:

Implementation of training and coaching plan with clear indicated tasks, resources, deliverables, roles, accountabilities and timelines of project that were developed with key and relevant stakeholders

Creation of learning resources such as Coaching workshops/slides and worksheets

Creation of new templates of job descriptions / roles / competencies based on Skills Framework

Creation of new automated performance appraisal template

Revision of SOPs & performance appraisal manual to empower HR staff to align competencies with the Skills Framework and organisational priority