Performance & Talent Management

Transcription

1 Performance & Talent Management

2 SuccessFactors Integrated Applications

3 Analytics and Reporting 6 5. How are my people doing relative to our goals? Drill down to see who is in on target and who is behind.. What are my team s strength and weaknesses? How do we capitalize on our strengths and remedy weaknesses?. Are managers giving inflated performance ratings? Do we comply with company distribution guidelines?. What is the status of my group s performance review? Who is on track and who is behind? 5. Multiple dashboards enable managers to directly gain business insights without requiring IT staff to create reports

4 Home Page 5. Intuitive user interface and reminders increases usage adoption and reduces training & support efforts. The To-Do list automatically highlights items relevant to the employee s role and the current step of HR process. Employees can easily personalize their home page using drag-and-drop capabilities and the options menu. HR can directly communicate important messages to all employees through customizable message window 5. Option to show your company s logo in your environment

5 Goal Management Create Goals. Goal Management ensures all employees are working towards company priorities and are held accountable. Goals can be configured into different categories. Here we see Balanced Scorecard style categories. Choose from integrated library of 500+ goals based on management best practices, or create your own goals.. The SMART Goal Wizard helps your managers and employees create high quality goals to drive performance

6 Goal Management - Cascade Goals. Ensure your direct and indirect reports are aligned with your priorities by cascading your goals to their goals. Easily choose which goals to cascade to which employees with pre-populated employee data. Edit goals before cascading to make it more relevant to the employee

7 Goal Management Align Goals. Support your superiors priorities by aligning your goals up to their goals. See which of your goals are aligned down to your direct and indirect reports. The Goal alignment spotlight view provides insight into who is working in support of your goals, and who is not. The Status and Completion charts provide high level visibility into the goals aligned to your goals

8 Performance Management Goals 5. Performance management module helps managers provide meaningful feedback and coaching to employees. Managers and employees can easily see the current step relative to the overall configurable workflow. Goals are automatically populated through seamless integration with Goal Management module. Built-in legal scan tool protects the company and managers from legal liabilities due to inappropriate comments 5. Managers select performance ratings based on company guidelines

9 Performance Management - Competencies. Required competency for each job position is automatically populated based on your company s guideline. Managers can review the self-assessment rating provided by the employee. Writing Assistant and Coaching Advisor help managers save time writing competency assessment comments. Managers select competency assessment ratings based on company guidelines

10 Performance Management - Summary 5. See all of an employee s performance ratings in one place. Ratings are weighted based on previously agreed percentages. The overall rating is automatically calculated based on individual ratings and weights. Managers can override the calculated rating if permitted by company policy 5. Graphically compare competency rating against expectations to close gaps or make the most of strength areas

11 Learning and Development. Improve employee performance and retention by building development plans tied to specific competencies. Ensure that training investments are targeted at specific development goals identified in the review process. Create custom learning activities tailored to the employee s situation. Choose from the learning catalog to leverage corporate training programs

12 Career Worksheet 5. Improve employee motivation and retention by creating personalized career plan. See how the employee s competencies compares to the current role s requirements. Capitalize on each employee s strengths and identify gaps with the help of graphical tools. Plan career development by comparing competencies against the employee s desired role s requirements 5. Explore multiple career paths by adding multiple desired roles for the employee

13 60 Degree Review / Multi-Rater. Obtain more comprehensive assessment of each employee through 60 degree reviews. Easily request and manage 60 degree feedback from subordinates, peers, and superiors. See overall feedback and quantitative competency ratings at high level. Review qualitative, anonymous, detailed feedback for each competency

14 Compensation Management. Compensation Management completes the pay-for-performance cycle with Performance Management integration. Intelligently allocate compensation increase budget to engage and retain high performance employees. Streamline compensation planning workflow and increase security by not ing hundreds of spreadsheets. Easily manage global employees with international pay range data and multiple currency support

15 Compensation Bonus & Long Term Incentives. Managers can easily allocate bonus budget among employees. Create a pay-for-performance culture by clearly linking bonus pay to performance of individual goals. Companies can determine the % of bonus tied to company performance vs. individual performance

16 Compensation Reviews 5. Executives can easily review the compensation plan of their entire organization. HR can easily export the data for the entire organization to Excel for additional analysis. Executives can drill down to review each lower level manager s compensation plan. System automatically highlights out-of-guideline recommendations for review 5. Review the compensation of all employees throughout the organization and make over-ride decision if necessary

17 Employee Profile. Employee Profile encourages collaboration and virtual-teaming through easy to use search and browse capabilities. Increase company productivity by helping employees to quickly finding out the right person to work with. Make employee contact information, location, photo, experience, skills, and interest easily accessible online. Interactive organization chart helps employees to efficiently navigate company hierarchy and team structure

18 Talent Review. Identify your company s current and future leaders using the Performance vs. Potential Matrix. Rate employee Performance/Potential by dragging names in the box or from the drop down menu. Click on the employee s name to bring up additional information on the employee Quickcard.. Enter comments to document the reason for the assigned rating

19 Succession Management 5. Executives can proactively manage business risks caused by talent attrition through succession planning. Track talent pipeline to prepare bench strength for critical roles using the succession organization chart. See each person s risk of loss, impact of loss, bench strength, and succession candidates. Find additional succession candidates by launching the nomination process right from the organization chart 5. View all candidates nominated and categorize their readiness using simple drag-and-drop user interface

20 Succession Nomination Talent Search 5. Proactively find succession candidates by running Talent Search with detailed, structured criteria. The succession search criteria is automatically populated based on job competencies and can be modified. Potential candidates from across the company or within a division are rank ordered based on the search criteria. Drill down on the name of a nominee to view the employee s profile 5. Potential nominees can be filtered based on their position on the Performance and Potential Matrix

21 Recruiting Management Creating requisition. Seamless integration enables you to create job requisitions directly from the succession organization chart. Effectively hire appropriate talents based on understanding of your high performers competencies. Save time for hiring managers by using candidate screening questions. Focus on best candidate sources by using the candidate Source Quality Chart

22 Recruiting Management Posting Job. Recruiters can view all requisitions assigned to them, with flags to indicate where action is required. For any approved requisition, recruiters can view and edit internal and external posting status. equest integration allows in-context access for recruiters to easily post jobs to multiple job boards

23 Revolutionizing the Future of Work Transform Your Business Energized Workforce Improved Workforce Productivity Top Line Results Why SuccessFactors? Integrated Applications Largest On- Demand Provider* Track Record of Customer Success