Organisations that set their staff objectives that are linked to business goals and give feedback on progress are more successful. Their customers are more satisfied, their staff more engaged staff and they make more profit. But how can it be done without spending hours in meetings and creating an avalanche of paper? It used to be Mission Impossible for HR. But not now. HR Advantage has teamed up with SuccessFactors to make on-line Performance Management a reality.
We are very excited about our work with SuccessFactors. For a long time we have been looking for a practical tool that enables organisations to set and cascade business objectives in key areas like sales, service delivery and marketing and will bring appraisals to life. SuccessFactors performance and talent management products do this successfully and economically for organisations of all sizes.
The stand-out benefits are:
Visibility
Using SuccessFactors products enables clear, timely, and accurate visibility of employee performance and potential. Managers can consistently monitor progress against goals and competency levels for their entire
organisation
. Employees can be certain that their efforts will not go unnoticed and will be evaluated based on real achievement.
Accountability
The cascade of clear and aligned objectives creates real organisational commitment and ownership for corporate and employee goals. Managers can actively drive employee productivity and motivation through corporate wide transparency of goal alignment and employee development planning. Employees can make a real impact by understanding their areas of responsibilities and their span of control.
Results
Using SuccessFactors offers a quick return on investment. Research shows tangible improvements on revenue and profit due to substantial increases in employee productivity and significant reductions in costs due to decreases in employee turnover and development costs and reductions in management and administration time during the appraisal process.
Flexibility
The product is highly scalable and modular, meaning easy access for clients of all sizes and that customers can add new modules when they're ready.
Goal Management
automates the process of creating, cascading, monitoring and assessing the progress of company-wide goal achievement. With this automated process, management has clear, real-time visibility of progress against high-level strategic goals.
Career and Development Planning
helps managers and employees create dynamic, focused and effective development plans that can be monitored and adjusted on a continuous basis, resulting in improved employee skills for current job role and the development of skills required for future career paths.
Competency Management
supports role-based competency models that are fully integrated with the entire performance appraisal process, allowing managers to evaluate employees on their competency levels and suggest areas for growth. The results are improved visibility to
organisational
competency levels and clear paths for required competency attainments.
Performance Reviews
streamline the performance appraisal process and helps transform the often rushed and tedious once-a-year performance review into an ongoing performance management process that ties employee performance to bottom line business results.
360/Multi-Rater
facilitates input on an employees' performance and skills from multiple perspectives. This promotes a balanced, insightful and meaningful assessment of the employee resulting in a better understanding of competency gaps and development needs.
Compensation Planning
allows
organisations
to effectively implement pay-for-performance initiatives by integrating and aligning goal management, performance management, and compensation processes with a single integrated platform.
Employee Survey
provides employees a forum for expressing their points of view while providing management with actionable feedback that helps them separate the 'perception vs. the reality' of what matters most to employees. This process provides management with key data points to consider in formulating new processes and strategies.
Talent and Succession Management
facilitates the end-to-end process of identifying employee development opportunities, career planning, succession planning, and performing a regular talent inventory gap analysis of your people; from the highest level of executive management to individual contributors. This process ensures both the development and readiness of the employee talent required to execute on business strategies over time.
Business Analytics and Reporting
allows for the capture and analysis of information required for strategic performance management decisions. Aggregate data provides insight into the overall process such as percentage of performance assessments that have been completed; and insights from the process such as overall divisional competency levels and compensation budget adherence is available.
Getting started is easy and quick - with the added benefit that we can guide you each step of the way. For more information or to arrange a free demonstration please contact
