The system can be deployed in a couple of days and employees
who use the system can be trained in less than an hour. administrators and
managers take a little longer, about two hours.
Built for small and medium size business the system is cost
effective for organizations or departments with as little as five employees.
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GOALS AND OBJECTIVES
Aligning corporate strategy to individual
performance is the most important characteristic of high performing
organizations (HPOs). Our
customizable dashboard helps everyone in the organization improve
productivity and understand how their part contributes to the organization's
success.
Managers' dashboards provide a quick way to see
progress status, make adjustments as necessary, and stay on track for other
deliverables. When it comes to developing and communicating corporate goals
and objectives, the best performing organizations provide
a way to keep everyone connected to the day to day activity that produces
anticipated results.
PERFORMANCE MANAGEMENT
High performance organizations (HPOs) understand
the difference between activities or resources that generate high average
value and those that generate little impact. They know what's important to
their organizational success, measure how well strategic objectives are met,
and reward accordingly.
HPO's have a system that
helps them consistently focus on doing the right things and constantly
communicate their progress so everyone knows what they have to do to be
successful as individuals and as an organization. The Performance Management
module is part of an integrated system of best practices designed to keep
everyone focused on doing the right things that make the most impact. When
it's time for performance appraisals, both the employee and the manager
provide critical input before they meet so they can work together to
evaluate performance constructively.
TRAINING AND SUCCESSION PLANNING
High Performance Organizations (HPOs) approach
succession planning and training more strategically. Who you are now, where
you are, and how you want to evolve, as an organization, is determined by
how well you manage your "corporate DNA," the collective knowledge, skills,
and abilities you need to meet future demands.
Our Succession Planning and Training module is part
of an integrated system that allows you to respond to changing competitive
opportunities and position your organization to outperform your competition.
WORKFORCE ANALYSIS
High performance organizations (HPOs) provide
exceptional service, achieve innovative breakthroughs, and demonstrate
agility in response to marketplace change. But none of this is possible with
an unmotivated, overwhelmed, or burnt out workforce.
What do high performance
organizations do differently from their competitors in the area of workforce
planning that enables them to sustain their competitive advantage?
The Workforce Analysis module empowers managers to evaluate and
adjust their staffing needs, including requisitioning new positions based on
the organization's goals and budget. Engaging managers in the
workforce/headcount budgeting process encourages accountability and
responsibility.
This module provides an easy-to-use tool to
quantify critical "what if?" budget analysis, determine what competitive
wages are for critical positions, stay ahead of the budgeting game in the
area of retaining valuable players, and manage future grow
Workforce Analysis empowers managers to forecast and budget headcount.
The module shares data with the Recruiting and Compensation.
RECRUITING
Traditional recruiting efforts typically focus on
lagging indicators that indicate past success but may miss critical changes
in the marketplace which require different skill sets for future success.
Our High Performance Organization
(HPO) software system helps you outperform your competition by linking your
strategic goals and objectives to value-creating resources; especially the
knowledge, skills, and abilities (KSAs) of an optimally engaged workforce.
We help you understand which KSAs will generate the
most value for your organization so you can prioritize and focus your
recruiting efforts as a strategic part of your competitive differentiation.
The Recruiting module allows managers to submit requisitions
electronically and receive immediate feedback status. A recruiting budget
for each position can be easily adjusted to keep costs in line by
associating each position with a certain expense and can be monitored by
select accounting and/or finance staff.
JOB
DESCRIPTIONS
High performance organizations (HPOs) use job
descriptions as a "living document" to not only document employee's
responsibilities, job tasks and skills, but also to:
·
Increase employee
engagement.
·
Align corporate goals and
objectives to individual performance.
·
Create a "pay for
performance" culture.
·
Address compliance issues
and provide improved protection from employee-generated wrongful termination
litigation.
Our system makes an often tedious, time consuming
administrative burden much easier and faster by providing highly
customizable formatting, content, and easy access to a built-in library of
over 900 job descriptions. What used to take hours to write can now be
easily done in minutes.
Encouraging employees to update their job
description, (with management's approval), helps employees feel more engaged
and motivated. Creating a "living document" with our Job Description module
makes it easier for ordinary people to achieve extraordinary results.
Job Descriptions allows managers to describe their
staff’s positions on-line. The job descriptions are updated each time an
appraisal is completed. Job
Descriptions shares data with Performance Management and Recruiting.
COMPENSATION
High performance organizations (HPOs) reward their
employees as part of their overall strategy to skillfully execute their
competitive advantage. They understand implementing best practices is
important, but having a system in place that provides accessibility and
consistency to compensation best practices sets them apart.
Our Compensation module helps managers make salary
increase recommendations for their staff while staying within budget.
Linking strategic goals and objectives to individual performance and rewards
helps create the best pay-for-performance cultures. Benefits of tying
rewards to performance include:
·
Increased employee
motivation
·
Reduced turnover
·
Increased motivation to
problem solve and acquire additional knowledge and skills
The Compensation module helps you understand how your internal
compensation practices compare to external compensation market rates and
what you can do to enhance your attraction and retention strategies.
Compensation assists in the determination of the cost associated with
each position. The Module Administrator can compare the salary data for each
position with external salary survey data. The module shares data with
Recruiting.
