System enables a company to take care of individual's development or development of his career through efficiency monitoring and assessment. Better results can be achieved this way. Right and efficient system of personnel development leads to desired goals. That is why an important role is played by:
- System of competencies, knowledge, experiences and skills
- Personal interviews (assessments)
- 360° evaluation and assessment method
- Performance interviews (assessments)
- Work efficiency
- System of employee development, career management, action plans
- Management by objectives - planning of objectives, realization of goals and development activities
- Key performers identification, tracking of human capital potential, talent management
- Forms, documents, questionnaires, scales, reports
System of competencies, knowledge, experiences and skills
All interviews and assessments are based on competence system. Required and desired competencies are defined for a job, on which the employees or external workers are assigned to.
Personal interviews (assessments)
Personal assessments are performed whenever the company needs to review company requirements and employee proficiency based on the competencies. The interview is also the opportunity to define a career path, action plan and training plan to fill the possible gaps, together with the feedback from employees about career development.
360° evaluation and assessment method
This method allows employees assessment, regardless of hierarchy or even with cooperation of external partners. It's based on competencies or on custom defined questions. This method also gives information about organizational climate.
Performance interviews (assessments)
Employee work performance is mainly used to assess achievement of goals, so called management by goals (leading by objectives). Alternatively, it can be combined with competence evaluation.
Work efficiency
Everyone as an individual can contribute to the effectiveness of a company. Work efficiency of every individual can be tracked and consequently evaluated in money or percentage, sometimes in type of bonuses.
System of employee development, career management, action plans
Making action and career plans, plans for successors and ongoing tracking or evaluation, gives the company very motivated and efficient individuals, resulting in a successful company.
Management by objectives - planning of objectives, realization of goals and development activities
By defining strategic company's objectives down to organizational units and departments, the objectives of individuals are also defined. In order to make a company successful, individuals must follow them. The evaluation interviews estimate how many objectives an individual has reached and attempt to define the next ones.
Key performers identification, tracking of human capital potential, talent management
By assessing the competencies, performance objectives and monitoring the development of an individual, company can identify key performers. It's wise to keep these employees since they drive the company towards success. Also, assessing the effectiveness and development, then trainings, career and action plans, give the employee with great potential and talent a chance to become a key performer.
Forms, documents, questionnaires, scales, reports
User can dynamically define different questionnaires and/or rating scales and identify descriptive fields. Topics for evaluation and invitations can also be prepared.