Paper files to an HR system.
I moved performance management for 300+ employees from paper files to Orange HRM, and gave leaders their own view of their teams.
- Role
- Led the rollout
- Tools
- Orange HRM
- Where
- Barita Merchant Bank, 2020–2021
The problem
Performance management lived in paper files. Managers and senior leaders had to ask HR to pull a file to see how their teams were doing.
What was in the way
- A regulated bank. Every change had to hold up to an audit.
- Entities merging into one group. We needed one consistent standard across the banking and investment arms, especially with year-end bonuses tied to annual reviews.
- One person running three desks. I was handling talent acquisition, operations and performance at once, and pulling physical paper files took hours away from that work.
What I built
I gathered requirements, moved performance management into Orange HRM for 300+ employees, trained managers, and gave managers and C-level leaders their own logins.
ASSESS
Self-assessment
The employee assesses their year.
Manager assessment
The manager adds ratings and comments.
DISCUSS
Conversation
They meet and talk it through.
CHECK
HR review
HR checks that scores and comments line up.
Resolve differences
Where needed, HR talks gaps through with both.
AGREE
Sign-off
Both sign the final form.
On record
It joins the employee's performance history.
Alongside it, I set up a file-control system: a contents checklist on every personnel file, tracked in one shared sheet. We passed every audit cleanly.
What changed
Leaders saw team performance directly instead of asking HR to pull files. The rollout took nine months from vendor selection and director approvals to system testing, manager training and go-live.
What I'd do next
- Measure adoption from day one. Looking back, I didn't track login data across review cycles. If I rolled it out today, I'd measure how many managers log on without HR prompting.
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