Performance Management
The Performance Management solution enable a process by which managers and employees work together to plan, monitor and review their work objectives and overall contribution to the organization.
More than just an annual performance review, performance management is the continuous process of setting objectives, assessing progress and providing on-going coaching and feedback to ensure that employees are meeting their objectives and career goals.
How do you manage Employee Performance?
Having a full 360 view of your colleagues performance ensures that it goes well and rewarding those that deserve it, without saying it your success is largely dependent on how well every employee performs. Many organizations struggle with maximizing employee performance while also keeping employee morale high and turnover low, often with limited information being made available.
Performance planning, as with all other steps, is a collaborative process between the manager and employee and ensuring that the right information is at hand.
Performance Management User Access and Functionality
The system is profile based providing flexibility of user interfaces to ensure that all aspects of colleague development and the health of the business can be supported with GotoRisk providing a systematic solution.
This enables the ability to provide a paperless function to people management, ensuring that the right people are doing the right things at the right time.
Integrated Solution
As part of the integrated nature of GotoRisk, any colleague changes can be associated to learning changes and can trigger notifications to colleagues and management as necessary.
Inclusion of any associated incident related matters ensures that a 360 view of the colleague’s performance is reviewed and understood.
Data Management and Reporting
Auditing of the changes and adherence to these requirements are collated and reported from this module allowing for management functions to clearly evidence their decisions.
Management support to act upon the outcomes of the performance management process is also necessary to ensure that good performance is recognized, inadequate performance results in the necessary support and/or training to improve performance and consistently poor performance results in a change of responsibilities or termination, as appropriate.
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