Product updates within the app
At Keka, in order to meet client requirements or expectations, we try to churn new features or make improvements in various modules (Core HR, Leave, Payroll etc.) on a day to day basis. Until now, we shared all our updates through emails once in two weeks or may be more in some instances. We realised that emails are not the apt way to keep you updated since there are high chances that you might skip looking at them. We came up with a better way! From now, you can see all the product updates within the application itself. The best part is not over yet. You can see the updates instantaneously after the features have been deployed.
Settings link moved to top navigation
Settings link has been moved to Top Navigation. We can access all org related settings from Top navigation as shown in the below image.
Enhancements in Helpdesk
We are now living in a world where we, as humans, expect quick resolutions to our concerns. For instance, if we call or reach out to any customer support executive or department of a company, we expect the issue to be resolved quickly and most important promptly. Any deviation to this causes frustration. Similarly, employees in any company expect high levels of promptness when they reach out to their HR department for any query. Conventionally, employees reach out to their HR managers or team through emails. Tracking emails can be quite difficult and time-consuming. Most important – there is a high possibility of missing such queries in the flood of emails.
Helpdesk feature will empower the HR teams to effectively track employees concerns and queries, and eventually deliver an ‘awesome’ employee experience.
Employees can raise any concerns or requests in the form of tickets. The tickets come up as intuitive chat like interface that encourage quick responses.
Route tickets to the right person
Tickets can be segregated by categories, which are created and managed by HR admins. Further, rules can be configured to ensure that the tickets are assigned to right owners.
Never miss a ticket
Both – the HR team and the employees – have an easy way to access the tickets. The HR team will have a holistic view of all the tickets. Moreover, the escalation matrix that you can configure under a category will ensure that no ticket goes unnoticed or unattended.
Save time on repeated queries with canned responses
Standard responses can be saved for repeated queries. This helps in saving lot of time.
Share more than text in the conversation through attachments
Employees can add images or documents such as pdfs, word or excel files etc. in their responses.
Mention other employees to get inputs
In order to resolve an employee’s issue, there are times when additional inputs might be needed from other stakeholders (for instance, reporting manager). How to get info from the manager? Well, mail is an option. Hope you didn’t fall for that. Of course, we are kidding!! We got an easy way – Add the manager as a follower!! Tada!! A follower can instantaneously respond on the tickets.
Analyze the team’s performance
Reports provide valuable insights. For instance, they help in analyzing the team’s performance and identifying the areas in which the employees are facing greater number of issues.
To avail this feature, please reach out to email@example.com.
Revised Form – 16 (Part B) for FY 2019-2020
Earlier, only Part A of Form 16 (details of tax deducted from salary) could be downloaded from TRACES and there was no option to generate and download Part-B. Therefore, every organisation was creating different formats as per their requirements, which resulted in different formats of Part B of Form 16. Recently, the format for Form16 (TDS certificate for salary) has been amended wherein the tax department will be able to view the detailed break-up of the income and tax breaks claimed by the employee from his employer.
These changes have been made by the Income-tax department to cross check the information given by an employee under ITR with the TDS return filed by his employer and also to maintain the symmetry in the TDS certificates generated by the Employers of any organization.
Below is the detailed list of changes that are made in the Part-B of Form-16
Detailed breakup of salary
Detailed breakup of exempted allowances under section 10
Deductions allowed under the income tax act (under chapter VIA) and Relief under section 89
The new format for Form 16 was notified by the Central Board of Direct Taxes (CBDT) via a notification dated April 12, 2019. The format specified in the notification comes into effect from May 12, 2019 which is well before the last date for issue of Form 16 or the TDS certificate for salary by employers. Therefore, those who are issuing Form 16 after this date will have to do so in the new format.
Revised Form – 24Q (Annexure – II)
As per “CBDTs Notification 36/2019”, dated 12th April 2019 the format of TDS Statement in Form No. 24Q, Annexure-II has been revised. The Notification shall come into force w.e.f. 12th May’2019.
The Form 16 and 24Q have been amended to make them more elaborative and informative. The same has been done to bring the Forms in parity with latest changes made in ITR Forms, such as disclosure of deductions and exemptions. This will ensure that Form 16 shall be in conformity with the IT return forms, making it easy for the taxpayers to file their Income tax returns.
Revised Form 24Q seeks more details on salary paid or credited during the year. Also furnishing of Lender’s PAN is mandatory in the cases where housing loan is taken from a person other than a Bank/ Financial Institution/ Employer. New format requires the tax deductors to furnish following additional information-
- Detailed break-up for exempt Income u/s 10 –
- Travel concession or assistance u/s 10(5)
- Death-cum-retirement gratuity u/s 10(10)
- Commuted value of Pension u/s 10(10A)
- Cash equivalent of leave salary encashment u/s 10(10AA)
- House rent allowance u/s 10(13A)
- Amount of any other exemption u/s 10
- Section-wise disclosure of deductions u/s Chapter VI-A (viz. Sec 80C, 80CCC, 80CCD (1), 80CCD (1B), 80CCD (2), 80D, 80E, 80G, 80TTA etc.)
- Deductible limits will be applicable as per deductions under Chapter VI-A.
- Rebate under section 87A (If Applicable)
- Standard deduction u/s 16(ia) as introduced by Finance Act, 2018.
Detailed list of Column wise changes in Form-24Q:
Columns introduced for reporting the following information:
- Gross Salary as per provisions contained in section 17(1) (Column No. 335)
- Value of perquisites under section 17(2) (Column No. 336)
- Profits in lieu of salary under section 17(3) (Column No. 337)
Columns introduced for reporting Incomes claimed as exempt u/s 10:
- Travel concession or assistance under section 10(5) (Column No. 340)
- Death-cum-retirement gratuity under section 10(10) (Column No. 341)
- Commuted value of pension under section 10(10A) (Column No. 342)
- Cash equivalent of leave salary encashment under section 10 (10AA) (Column No. 343)
- House rent allowance under section 10(13A) (Column No. 344)
- PAN of landlord, if exemption is claimed u/s 10(13A) (Column No. 345)
- Amount of any other exemption under section 10 (Column No. 346)
- Total amount of exemption claimed under section 10 (340+341+342+343+344+346) (Column No. 347)
Columns introduced for reporting:
- PAN of lender, if interest on housing loan is claimed under section 24(b) (Column No. 353)
- Income under the head other sources offered for TDS as per section 192(2B) (Column No. 354)
Columns introduced for reporting Deductions under Chapter VI-A :
- Deduction in respect of life insurance premium, contributions to provident fund etc. (section 80C) 80 (Column No. 356)
- Deduction in respect of contribution to certain pension funds (section 80CCC) (Column No. 357)
- Deduction in respect of contribution by taxpayer to notified pension scheme (section 80CCD(1) (Column No. 358)
- Deduction in respect of amount paid/deposited under notified pension scheme (section 80CCD(1B) (Column No. 359)
- Deduction in respect of contribution by employer to notified pension scheme (section 80CCCD(2) (Column No. 360)
- Deduction in respect of health insurance premium (section 80D) (Column No. 361)
- Deduction in respect of interest on loan taken for higher education (section 80E) (Column No. 362)
- Total deduction in respect of donations to certain funds, charitable institutions, etc. (section 80G) (Column No. 363)
- Deduction in respect of interest on deposits in savings account (section 80TTA) (Column No. 364)
- Total amount deductible under Chapter VI‐A (a+b+c+d+e+f+g+h+i+j) (Column No. 366)
Column introduced for reporting Rebate under section 87A, (if applicable) (Column no .369)
The new File Validation Utility Ver. 6.2 has been launched on 12th May 2019 that needs to be used for validating the modified format for submission of TDS Returns.
Salary Components & Salary Structure Configuration wizards are separated
Earlier, both salary components and salary structures were supposed to be configured in single step (Step 4). For ease of configuration and better usability we have separated these into two different wizards. With this latest update, you can configure components in one step and salary structures in the following wizard step.
In salary structure configuration step, we have included, “Range Based Salary Structures” and “Custom Salary Structures”
Renamed Salary Components & Structures (Step-4 ) to Salary Components, under Payroll Settings.
Renamed Custom Salary Structures (Step-5) to Salary Structure Configuration, and clubbed Salary Ranges and Custom Salary Structures under same Step (Step 5).
Configuring Range Based Salary Structures:
We can use Range based salary structures if the salary structure vary based on the CTC / Gross ranges.
- If the employees salary per annum is between 0-3,00,000 lakhs then the Basic is calculated as 30 percent of [GROSS]
- If the employees salary per annum is between 300001-60000 lakhs then Basic is calculated as 40 percent of [GROSS]
In this scenario Range based salary structures can be used. Based on the salary added for employee, Keka will automatically assign the range based structure and shows the breakup accordingly. Only UI for Range Based Salary Structure has been updated (there is no change in functionality, and no action from Users’ end is required). Please refer to below screenshot for more details on the new UI.
Configuring Custom Salary Structures:
This can be used if the calculation or the components varies only for one or few employees of the organization irrespective of their CTC/Gross.
Example: If the employee is Contractor then most of the organization does not give him benefits like PF, ESI and deduct TDS at a flat rate. So in this case all the required customization can be done under custom salary structures.
Warnings and Information, while updating/configuring structures:
Previously, the system didn’t display the warnings/information about the impact of changes that are being done to the salary configurations. With new implementation, details of all the possible impacts for the action are displayed, before user confirms it. This helps user avoid unnecessary changes and confusion.
Few examples are listed below:
This new UI update brings more uniformity to management of salary component and various salary structures.
Minor Updates – May 18, 2019
Core HR Fixes
- Fixed ‘Email blocked’ status filter in Employee Login Registrations report.
- Fixed employee Re-joining action glitch with new UI screen update.
- Fixed showing of employee Job titles in Helpdesk reports.
- Removed “Closed On” date for re-opened tickets in Helpdesk.
- Fixed date format issues in Helpdesk “All Tickets Report”.
- Fixed date format issue in ‘Me >> Helpdesk Tickets’ list.
- Fixed issue in calculating payable days when Week off and Floater holiday falls on same day.
- Fixed issue in showing Income Tax projections when “Keka start from” is skipped from one Financial Year to another.
- Given ability to change from other leave type to “Comp off” leave type.
- Fixed issue with showing actions for pending leave requests at lower screen resolutions
- Fixed navigation issue to Leave page from Attendance calendar view
Minor Updates – May 22, 2019
Core HR Fixes
- Fixed showing of Data imports option in settings for HR Manager and HR Executive roles in few scenarios.
- Fixed showing of settings option for HR Manager and HR Executive roles when payroll module is not present.
- Fixed issue with applying leave when the system time is in UTC minus timezone.
- Fixed issue for Department and Business unit heads while cancelling the leave request.
- Fixed few minor UI issues.
- Fixed issue in showing relieved employees under Reimbursable Component claims tab (both in UI and Import) in Payroll Admin.
Ability to add external people as reviewers
Many customers have been asking for external people to review or provide feedback for employees. We heard you and today we are going to roll out this feature to all our customers. In few cases where employees are working on client projects and feedback from external parties may have weightage on employee performance review. In those cases this will be helpful.
Review Process Settings:
Review participants: We have added a new additional reviewer type called “External”. User can edit that name if required.
Feedback form settings: If “external” reviewer is selected in nomination, then he will shown in the feedback form step where you can give the time duration. Weightage of an external reviewer will be “0” (We are just taking the descriptive feedback as we can’t calibrate the ratings given by external people)
Review completion settings: You can select the visibility settings that should be visible to employee which are given by external reviewers.
Review Form Settings:
In review form, external reviewer type will be shown only for questions with “comment only” and “select from list” options.
Note : “Comment+Rating” questions, goals, competencies and core values will not be rated by externals.
Once the settings are configured, you can initiate the review. Once the reviews are initiated, the respective people can complete the steps accordingly. If external is selected in process settings, then while nominating the reviewers “external type” will be shown. While nominating an external reviewer following fields are mandatory.
An employee with the same email can’t be added again. If the same email is added by multiple reviewers, we will show the validations accordingly while approving the nominations. Nominations can be done by employee, managers based on settings and Admin. Nominated reviewers
Once nominations are done, employee can view it from Me >> Performance >> Reviews >> My reviews. Managers can view it from My Team >> Reviews. Admin can view it from Review Administration >> Preview review template >> Nomination step
Submitting Review Form
Once the review is moved to “Review form step” if external review is in sequence then he will get a notification to submit the review. If he clicks on “submit review” in the above email, it will navigate to the form where an external can submit the review. Once reviewer submits the form, it will show the message “Review form submitted successfully”
Note: Once the form is submitted or review is cancelled or reviewer is removed – in all these cases the link in the email will be expired and will show forbidden access.
Sequential: If an external reviewer is added through reviewer management, he will get the notification once he is in the sequence to submit.
Independently: If an external reviewer is added he will get the notification as soon as he added in reviewer management.
Admin can add multiple externals in one level or he can ad multiple level of externals as well.
Unlock Review Form
When review form is unlocked, external will get an email. Upon clicking “submit review” he will navigate to the form in browser in which the already submitted responses will be shown. He can edit those and re-submit again.
Global Admin, Performance admin can manage these from review process settings.
Just in case if you are not using Performance management feature and would like to give it a try, please reach out to firstname.lastname@example.org
Mail notification to the reviewer when his/her review form is unlocked
Reviewer will be notified through mail notification once his/her review form is unlocked. Reviewer will be able to see all his submitted responses in the form and he can make edits to re-submit it again.
Below are the different types of email notifications that are sent based on Roles i.e., Employee, Reporting manager, external members etc.
When employee review form is unlocked:
“Submit review” in the below mail will navigate to Me>>Performance>>Reviews>>My Reviews where he can see his self submitted form.
For Others (Managers,Peers and subordinates):
“Submit review” in the below mail will navigate to My Team>>Performance>>Pending Actions where reviewer can view the form of the reviewee.
For External Reviewers:
“Submit review” in the below mail will open a form in the browser with all the responses which were already submitted. Now, external reviewer can make edits to the form and re-submit it.
If you would like to try our Performance Module feature, please reach us at email@example.com
Ability to pay bonus partially and take action on balance in the same month
We have given the ability for admin to pay bonus amount partially and take action on remaining amount in the same month. Admin can either “Void” or “Carry Forward” the remaining amount from pre-payroll actions and he can do this action from both UI and in bulk using “Import bonus with action”. UI will be as shown below.
For Single Employee:
For Multiple Employees:
Click on “Import Bonus with Actions” under Payroll >> Bonus and Salary revisions >> Bonus and download the excel template.
If pay action is ” Partially Pay” then action on remaining amount need to be filled. If not system will not allow the import.
For Exit Employee:
Note: In exit employee, by default “Carry Forward” option will be disabled.
This feature will help Payroll Admin to Void the remaining bonus in the same month instead of waiting till the next month.
Minor Updates – May 24, 2019
Performance Management :
- Fixed issue of not showing Reports tab in my team when navigating through goals tab
- Fixed issue of Setup review from and Assign employee buttons are clickable, without completing process settings.
Work Force Management :
- Provided visibility whenever Reporting Manager is on leave in home page dashboard under “On leave today” widget.
- Provided visibility whenever Reporting Manager has applied Work from home or On Duty in home page dashboard under “Working remotely today” widget.
Competency and core value matrix based on performance review ratings
It is quite common for managers or admins to want to know how competent their teams are. In other words, they would often want to understand the competencies in which their team is strong or weak at. This information helps in multiple ways. Few of which are – it helps managers identify the resources who are suitable for a project thereby facilitating an easy way to allocate resources. In addition, it can also help the HR managers in planning the L&D sessions. Similarly, many intuitive insights can be drawn from this information. In this regard, we are introducing interactive graphs that will provide users a very rich experience in obtaining insights from the available data. To start with we have launched two reports –
Competency matrix based on performance review ratings
This report (depicted below) shows rating received by an employee or a group of employees for competencies that are evaluated and rated in a review cycle.
Users can select the desired rating window by moving the sliders in the rating scale placed at the bottom of the graph or matrix.
Managers can access the report at: My Team >> Performance >> Reports >> Competency matrix based on performance review ratings
Admins can access the report at: Performance >> Reports >> Competency matrix based on performance review ratings
Core value matrix based on performance reviews
This is similar to the above mentioned report. This report shows the rating received by an employee or a group of employees for core values that are evaluated and rated in a review cycle.
Managers can access the report at: My Team >> Performance >> Reports >> Core value matrix based on performance review ratings
Admins can access the report at: Performance >> Reports >> Core value matrix based on performance review ratings
Employee Review Rating Report
In addition to the above reports, we have launched another report that will help managers (reporting manager, manager of manager and department heads) to view the ratings received by their team members in a performance review or appraisal.
Managers can access the report at: My Team >> Performance >> Reports >> Employee Review Rating Report
Shift and Week-off Import
From now users can do “Shift and Week-off excel import” in Keka. This feature helps users assign Shifts and Week-offs for multiple employees and for multiple days in a single go. Global Admin, HR Manager and HR Executive can access this import from Time Attend > Time Assignments.
How it works :
First the user has to navigate to Time Attend > Time assignments and click on “Import Shifts & Week-offs” button to open the Import wizard.
Now the user can download the excel template containing the shift and week-off details for all the employees.
Note: All shifts must be assigned with shift codes before the excel template can be downloaded.
The user now has an excel sheet with the shift and week-off schedule for all the employees for the next 30 days. The user can update shifts by changing the shift code for the desired date. The user can assign a full day week-off to an employee by editing the cell to “WO” and similarly the user can update the cell to “WOF” for a first half week-off and “WOS” for a second half week-off.
Once the excel sheet is updated, it needs to be uploaded in the import wizard. Now the user can continue on to preview the changes made in the “Preview Data” Step. If there are no errors, the user can complete the import.
The user can check the imported data from the Employee > Job Tab. An entry with these changes will be shown in the respective employee’s week-off and shift history.
Minor Updates – May 28, 2019
- Fixed issue with exporting project time details under My team -> Timesheet
- Fixed usability issues while configuring salary structures.
- Fixed issue with showing section 10 other exemptions in Form 24Q.
- Fixed issue with creation of duplicate versions during regeneration.
Core HR Fixes:
- Fixed issue with date format in Login History report
- Fixed issue with profile picture upload in few scenarios
Configuration of Overtime Policies
Users can now create policies to compensate overtime work hours of employees. Overtime policies can be configured for day types such as, regular work day, week-off, and/or holiday. Pay codes will be used to calculate the payment for OT work hours.
Pay code creation
Pay Code needs to be created before overtime policies can be configured. Pay code is required to define the payment calculation for OT hours and is assigned to Overtime Policies.
These pay codes can be created by Global Admin, HR Manager and HR Executive by accessing the same from here
Pay Codes can be configured to have the following 3 calculation parameters:
- X time of hourly pay for every OT hour – In this case the factor of X is used to calculate the OT Hours payment. If per hour pay is INR 200, and the pay code is configured to have a factor of 2X, the OT payment for each hour will be INR 400.
- Y amount per hour for every OT hour – In case the configuration is INR 50 (Y) per hour, employee will be paid INR 200 for 4 hours of OT (INR 50 x 4 hours)
- Lump Sum amount Z is paid, irrespective of OT hours worked – Employee will be paid amount Z for all OT hours worked, and the amount doesn’t change based on OT hours worked.
Once pay codes are created, user can navigate to Time Attend >> Overtime >> Overtime Policies (click here)
Multiple rules can be defined for regular day, week-off day, with consideration or exclusion of leave hours and holiday overtime. There’s also an option to define minimum number of work hours required for overtime calculation eligibility.
Overtime policy creation
Step 1 : Give a name and description to new Overtime policy, and choose work hours (Effective hours/Gross hours) you need to consider before the OT hours consideration kicks in.
Effective hours calculate overtime based on the number of hours employee is present in office, excluding all the breaks, whereas, Gross hours calculate overtime based on all hours (from first log to last log) spent by employees in office.
Step 2 : User can select the day type for which OT work hours compensation needs to be configured.
Working day configuration: Overtime will be calculated for the additional hours worked beyond effective or gross hours (as selected on Step 1)
Consider example below:
Overtime rules are set as following:
- For 0 to 2 hours (less than or equal to 2 hours), employees will be paid based on the payment criteria defined for the corresponding pay code “WOT”
- For 2 to to 5 hours (less than or equal to 5 hours), employees will be paid based on the payment criteria defined for the corresponding pay code “ROT”
Overtime calculation will be ignored if employee worked less than 3 hours of overtime. Ex: Actual hours for the day is 9 hours, only if employee works for 12 hours or more for the day, overtime will be paid.
OT in case of Partial leave day :
If an employee is on half day leave and has work hours for the rest of the day, overtime can be calculated either by including leave hours, or excluding them from the actual work hours.
Week-off configuration: Overtime will be calculated for the actual hours worked on a full day weekly off.
In case of half day week-off, overtime will be calculated for the additional hours worked beyond assigned shift hours for a half day week-off.
Calculation will be same as described under working day configuration
Holiday configuration: Overtime will be calculated for the actual hours worked on a holiday (as there will be no shift assigned for holiday).
Calculation will be same as described under working day configuration
Note: Partial leave hours exclusion is not available for holiday, as there is no option of applying half day leave on a holiday
Round-off overtime hours
Overtime minutes of employees can be rounded off to nearest, next, or previous full value (5, 15, 30 minutes)
Example: Consider below example where 5 minutes round-off is chosen
Round to nearest: 2 minutes or less is rounded off to 0 minutes, 3 minutes or more is rounded off to 5 minutes
Round up to: 1 minute will be rounded up to 5 minutes. 17 minutes will be rounded up to 20 minutes.
Round down to: 4 minutes will be rounded down to 0 minutes. 18 minutes will be rounded off to 15 minutes.
Overtime policy assignment to employees
Overtime policy can be assigned to employees from job tab of employee and Time Assignments
In job section, under Time & Attendance, overtime policy can be assigned
Time Attend >> Time Assignments section
Note: Global admin, HR Manager, HR Executive can assign overtime policies to employees.
Employees assigned under overtime policy
All the employees under corresponding overtime policy can be viewed, by clicking on employee count
Overtime break-up details report
To view detailed report of OT hours breakup, go to Overtime Break-up Details in time attendance reports. This report gives details on number of overtime hours, day type, pay code based on which overtime is calculated, overtime policy assigned to employees, and payment type.
This report can be accessed by Global Admin, HR Manager, HR Executive
UI enhancements in review process settings and product main settings
We have enhanced the user interface of review process settings and admin side of settings of the product with an aim of improving the look and feel of the product. In addition, these new enhancements also help the web pages load faster.
Review process settings can be accessed at: Performance>>Reviews>>Review group >>Review cycle>>Review process settings
Main product settings can be accessed at: Performance >> Settings tab
Minor Updates – May 30, 2019
- Fixed issue with showing incorrect consumed balance in Leave balances report when leave is applied for future dates
- Fixed issue of not loading review form for self when reviewer management is done, and self is not part of review
- Fixed issue in creating versions when payroll is un-finalized and if there are any future versions for the salary structure.
A detailed overview of all assets in the organization can now be accessed using asset reports. These reports contain detailed asset information
Two kinds of reports can be generated.
All Assets in each Asset Type : View and download information of assets from a particular asset type. We will show all system defined and custom fields in this report.
All Assets : View and download information of all the assets in the organization. Only the system defined fields will be shown in this report
Helpdesk: Escalation matrix for tickets not responded/resolved in time
Quick response time and resolution time are key metrics for any support team. Any anomalies in this metrics usually need intervention from senior managers. Defining an escalation process helps senior managers intervene and resolve issues and meet key metrics.
You can now assign points of escalation if the ticket is either not responded or not resolved within certain number of calendar days. This escalation can be configured for each ticket category.
1:1 meeting report for admin and reporting manager
As there is no way for admins/managers to view all the 1:1 meetings in an organization, we have given this in the form of a report which helps to view all the 1:1 meetings at a time.
Performance admin and global admin can access it from Performance>>Reports>>1:1 Meeting Report
Reporting manager can access this report from My team>>Performance>>Reports>>Team 1:1 Meeting Report
Competency-based reports for managers
It is quite common for managers(Reporting Manager, Manager of Manager, Department Head) to want to know how competent their teams are. In other words, they would often want to understand the competencies in which their team is strong or weak at. This information helps in multiple ways. Few of which are – it helps managers identify the resources who are suitable for a project thereby facilitating an easy way to allocate resources. In addition, it can also help the HR managers in planning the L&D sessions. Similarly, many intuitive insights can be drawn from this information. In this regard, we are introducing interactive graphs that will provide managers a very rich experience in obtaining insights from the available data. To start with we have launched five reports –
Managers can access these reports at: My Team >> Performance >> Reports
Employee Distribution by Ratings for Specified Competencies:
This report (depicted below) shows employee or group of employees falling under particular rating window for selected competencies
Employee Trends for a Given Competency:
This report (depicted below) shows rating received by employee or employees for selected competency in selected review cycles
Team Average Rating trends for Specified Competencies:
This report (depicted below) shows average rating received by reports under particular manager for selected competency
Employee Distribution by Competencies for a Given Rating Window:
This report (depicted below) shows number of employees who were evaluated and rated in a review cycle for selected competencies.
Employee Trends of Competencies for a Given Rating Window:
This report (depicted below) shows rating received by employee or employees for selected competency in particular rating window
Minor Updates – May 31, 2019
- Deleted review cycle is showing in review administration and reports
- Visibility settings are not working for goals when “Rating for key results” is disabled in goal settings
Work force Management:
- Late comers report was showing only those employees who arrived late more than 18 seconds
- Any log before 5:30 AM was appearing for the previous day for the days that have flexible shift assigned
Implemented mail notification if expense is marked as paid
Implemented mail notification to the employee if the expense is marked as paid by the admin.
Example: When expense claim is submitted by an employee and if it is approved as Paid Outside Keka Payroll then Admin need to click on Mark as Paid from Org >> Expenses >> Approved Expenses, then a mail notification will be sent to the employee as below.
The help desk dashboard provides a quick snapshot the backlog of tickets and helps measure resolution efficiency in each category against company’s benchmarks/goals. From this insight, Admins will be able to advise different teams on weak areas within the company by analysing the nature of the tickets raised and servicing efforts required.
Global Admins, HR Managers and HR Executives in the organization can access this dashboard