Performance Management

The Performance Management tool manages and administers the complete performance management or evaluation process, facilitates the dialogue between employee and manager, and creates total transparency of the process for all parties involved (employee, hierarchical manager, functional manager, HR department).

Flexibility is a key word in the Performance Management tool. You can easily configure the tool to automate your performance management process. You determine the evaluation cycle, the available document roles, which fields are visible, which actions should be taken, how many objectives should be evaluated and so on.

Set the objectives and follow up

Set up the company, team and/or individual objectives at the beginning of and follow up during the evaluation cycle. You have instant access to the job description and the job related responsibilities as well to determine objectives and targets. Keeping the flexibility of the tool in mind, you can easily configure how the employee and manager should evaluate the objectives.

Define and assess the competences

Depending on how competences are used within your company, the Performance Management tool can be configured to use competence profiles linked to the job, competence profiles linked to a role (e.g. management), or an individual competence profile which is created by the employee and/or manager. Based on the rating and the required level of the competences, the application will calculate the competence gap which can be taken into account for the personal development plan to start working on the development of the employee.

Develop the objectives

Performance Management does not only include setting and evaluating objectives, but it also includes working on the development of them. The personal development plan offers a platform to create SMART development objectives and define and manage actions to help your employees reach a higher level of performance.