task manager "Motivator"

The Motivator program represents an end-to-end system of enterprise management. All making Motivator programs are subdivided into 2 categories: products and modules. Products of a system can use independently, i.e. separately from modules. System modules Motivator are designed to improve quality of an initial product, adding or improving this or that functionality. At connection of several products they (products) are integrated with each other, modules are connected to all products at once. In a system product line taskmanager, modules of material and non-material motivation are provided at present. in 2011-2012 the line will be added projectmanager, requests CRM HR, Finance, the Intranet.

Line of modules to products are such applications as material motivation, non-material motivation, the calendar, the SMS of the notification, a labor cost, finance. Compatibility table of products and modules

Products

The user of a system can connect to himself a certain set of products and modules which will solve most effectively problems of its business. At the recommendation of this or that set of products and modules we are guided by criterion that our system should increase performance and profitability of the company of the user. When developing the program the main task we put before ourselves increase performance where it is most difficultly estimated. We developed several technical solutions which essentially distinguish us from everything created earlier for achievement of this purpose.

1. Motivational the block group of indicators displaying employee productivity, his merits and awards within one Company. The motivational block is intended for work with assessment of performance and motivation of Employees. The motivational block has a number of attributes which are displayed in it in process of connection of these or those system modules.

Example of a design of the motivational block and its attributes:

2. Analytics of behavior of employees in a system – group of indicators on a desktop of the director which accumulate all necessary information on activity of the company: load of departments and key employees, activity ratios of users, the report on tasks according to priorities (displays a dissonance if tasks with a low priority were closed, reveals the "forgotten" tasks, etc.)

3. The widgets-standardized components of the graphical user interface. Information useful to the user accumulates in the form of graphic elements (widgets) ivynositsya on a control panel in the bottom of the page. For visual unloading of the page it is possible to hide a part of widgets, the most necessary – to add on a foreground. In the form of widgets including modules or parts of system modules, for example, the calendar or the motivational block can be provided. Most often in a widget tools or not relating to one of sections of a system, or belonging at once to several are taken out. The control panel widgets is available to all users of a system.

4. Two-level enclosure of components of a system. For convenience of work with the program of a task, modules, profiles of employees and so forth open in separate windows in a system. It allows to systematize more competently work of the user as he "does not forget" with what windows active work is conducted and can quickly switch between open tasks.

5. Navigation between sections of a system can be performed as as usual (on cliques on tabs, links and to separate elements), and using the movement of a mouse: the user clamps edge of the screen and "pulls" aside – the page/section is leafed through. More visually this functionality works at touchpadustroystvakh. So for the user the usual mechanics of work "as with paper" remains.

6. Interactive correspondence on projects and tasks. Adding of comments on an object is organized by the principle of a chat, i.e. display of changes does not require reset of the page. This functionality facilitates working communication between employees. Also at unfinished editing or adding of the comment, on condition of leaving of the user from the current page / section, the entered content is not lost. At the subsequent run on the page it is displayed in the same type in what the user stopped work with the current page.

7. Display of new information on the page does not require reset of all information relating to the page. During the work with system tools the user initiates the delta updating of the displayed data. So updating of the page happens element-wise – there is a request for the server and only that information which was changed is loaded. This functionality significantly saves traffic of users of a system, ensures fast functioning with the program and displays always only up-to-date information.

8. Demonstration of all actions of the user. The happening changes are animated, thereby removing fear and misunderstanding of the user during the work with new interfaces. The user realizes that at present, for example, the new comment is loaded. It has no illusion that "everything hangs", he does not panic, and does not begin to refresh chaotically the page or to send requests "send the message" several times per second.

Addition to the module "Material Motivation"

Inthe module "Material Motivation" task manager "Motivator" the system of reports appeared in July, 2011. The system of the monthly automated salary reports is calculated on the basis of result of work on tasks/requests.

Main objective of reports – fixing from the head of results of the done work of his subordinates. This tool is necessary if compensation of employees is tied to results of their activity. At the connected module "Material Motivation" all information on tasks is grouped in reports in a format convenient for job evaluation of the specific person. The report serves as the place where the head once again browses complete tasks (and those that are still executed) and claims what tasks to consider at compensation in what volume, and what is not present.

Possibilities of reports allow:

• Measure development. In the report it is visible how many tasks the employee carried out last month. If to each task the weight (cost) is appropriated, then development can already be estimated not in pieces of the carried-out tasks, and in the score which to convert into payment.
• Compare indicators. Reports break the performed work into the identical periods that allows to compare results both one employee during time, and several employees for the identical periods.
• Accumulate performance history. Evident representation of growth of quantity and volume of the carried-out tasks by the employee – an evidential basis for increase in a position.
• Estimate loading. Reports clearly demonstrate which of employees processes and who is obviously underloaded. It is visible both on the history of reports, and by quantity and volume of tasks in the report of current month.
• Give a feedback. The report, perhaps, the only place in a system where it is possible to tell in private the employee that it was executed correctly and that could be made better, where to add and also to prove charge of remuneration, relying on concrete facts on the carried-out tasks.

As a result the head receives the powerful instrument of job evaluation of employees which increases transparency of salary accrual and gives the chance to pay for result, but not for the stay fact in a workplace. The employee, in turn, has an opportunity to manage the salary depending on the number of the done work, supplementing a basic unit bonus and also to accumulate the history of the achievements for career ladder promotion.

How reports are arranged?

Reports on tasks of each employee form monthly. At the beginning of every month to the head the notification comes that it is necessary to browse and approve reports of the subordinates for last month.

The open (unconfirmed) report contains all tasks on which the employee as responsible performed any work. Tasks are sorted by progress decrease: in the beginning all tasks complete – from 100% of accomplishment, and then a task with smaller percent of accomplishment. If at tasks identical progress, then they are arranged according to a priority – tasks with higher priority higher. Such organization allows to concentrate attention on complete tasks and also to show what priority tasks were not complete. For example, if there are complete tasks with a low priority at incomplete with high, sanctions can follow.

Opposite to each task in the field it is worth "Paying" the amount which is calculated by a system proceeding from the cost of a task, progress and payments for a task in the previous reports (the recommendation to payment = the cost of a task x progress – the previous payments). The need to split up payments for one task can arise if tasks in the organization volume and are executed within several months. The amount paid on a task earlier is displayed on the chart in dark orange color and it is specified in a column "Is paid".

The head can personally approve the amount recommended by a system on a task to payment, having noted it the approve check mark on the right. The value recommended by a system can be changed in big (to award) and (to fine) the lower side. In the latter case a system will consider that on a task "debt" is had (it is paid less than the cost of a task), and the task will be displayed in the subsequent reports. To avoid it it will be necessary to note the "It Is the Last Payment for a Task" check mark. To any task in the report it is possible to write the comment, having specified the reason of increase or reduction of an amount due, or having estimated the done work.

     

Having estimated work on each task it is necessary to approve all report. When clicking the Approve button all solutions on tasks become effective, and the tasks approved in the running report will not be displayed in the subsequent reports. If there is a need to introduce amendments in the approved report, it can be done, having pressed the button "Return to the status "Open".

The director has an opportunity to browse and work with reports of all staff of the company, and for heads of departments – with reports of staff of the divisions. The employee without subordinates sees only the own report.

Options of use of reports for "binding" of results of work to remuneration can be various. Each company can set own rules. Examples can be the following:

• Use points for tasks as internal currency. Convert the gained points into remuneration at the approved rate. Monthly or quarterly;
• Not specify the cost of tasks (at appointment), and for excellent accomplishment of tasks in the report to give awards;
• Estimate tasks in real money and, or to directly tie the money gathered for tasks to remuneration, or agree that at accomplishment of tasks on bigger than the amount of a salary volume, to pay exceeding in the form of an award;
• Estimate and pay remuneration only for the tasks completed for 100%. In this case there is an incentive to complete tasks as soon as possible – to finish case – to issue final working option, but not to delay accomplishment of the remained 10% for a month.

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On all arisen questions on work in the updated task manager "Motivator" address in a support service: support@mymotivator.ru, or by phone numbers +7 (495) 988-99-08 from 10 a.m. till 7 p.m.