benefits
PEOPLE STRATEGIC PLANNING
It implements criteria in the development of employees’ careers, linking performance deliveries directly to the situation of each one in the organization. Calibration committees bring equality to the process which is based on evaluations and allows for increased internal recruitment.
It provides greater assertiveness in people management, sharing the leader’s responsibility today with other employees and with information on performance, delivery of competencies (qualitative) and goals (quantitative).
It serves as the basis for succession processes, criteria for promotions or merit increases, and also for other recognition and reward systems, encouraging meritocracy and providing incentives for high performance, bringing much more credibility to the performance process.
Functionalities
PEOPLE STRATEGIC PLANNING
Calibration Committees
Prepared for forced curve or matrix committees
Matrix Dimension up to 5×5 – more common is the 9 box 3×3
Fully configurable matrix being able to define:
- Colors of each quadrant
- Name of each quadrant
- Indicator of each axis
- Breaks for X axis and Y axis
- Collaborators who will be included in each committee
Collection of each employee during the strengths committee, points to develop, comments on the committee, HR comments, feedback subsidies
View during the committee the complete dossier of each employee and the performance report
Movement of employees between quadrants during the committee upon justification
Registration of organizational actions defined in the committee: promotion, lateral movement, dismissal, etc.
Creation of PDI on the demands of the committee
Creation of Succession Plan defined in the committee
Succession Plan Management and Corporate Organizational Chart
Definition of critical positions and key people
Definition of succession attributes and concepts
Assignment to each position or employee of possible successors
Assignment to each employee of possible future positions
Logbook for each planned succession
Visualization of the corporate organizational chart with line of succession
Functionalities
PEOPLE STRATEGIC PLANNING
Calibration Committees
Prepared for forced curve or matrix committees
Matrix Dimension up to 5×5 – more common is the 9 box 3×3
Fully configurable matrix being able to define:
- Colors of each quadrant
- Name of each quadrant
- Indicator of each axis
- Breaks for X axis and Y axis
- Collaborators who will be included in each committee
Collection of each employee during the strengths committee, points to develop, comments on the committee, HR comments, feedback subsidies
View during the committee the complete dossier of each employee and the performance report
Movement of employees between quadrants during the committee upon justification
Registration of organizational actions defined in the committee: promotion, lateral movement, dismissal, etc.
Creation of PDI on the demands of the committee
Creation of Succession Plan defined in the committee
Succession Plan Management and Corporate Organizational Chart
Definition of critical positions and key people
Definition of succession attributes and concepts
Assignment to each position or employee of possible successors
Assignment to each employee of possible future positions
Logbook for each planned succession
Visualization of the corporate organizational chart with line of succession
materials
ARTICLES / EBOOKS / VIDEOS
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