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intelliHR is a people technology company based in Brisbane, Australia.

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  • Sarah Gatehouse

    Sarah Gatehouse.

    Fujitsu General Australia

    "In 2016 we rolled out intelliHR, and in 2017 we had our best financial year yet. That makes a massive statement to show how valuable an investment in people and technology can be."

  • Sarah Gatehouse

    Sarah Gatehouse.

    Fujitsu General Australia

    "With the implementation of intelliHR, the improvements in our culture are clearly visible. intelliHR is a tool that helps with our strategic cultural goal of being a great place to work, with improved engagement, communication and goal management now well on track."

  • Belinda Maybury

    Belinda Maybury.

    Sheldon Commercial Interiors

    "

    Since starting regular staff check-ins through intelliHR, we discovered how much more capability one staff member had than we initially thought. We have since assisted his career progression and conducted a remuneration review. The outcome was a happy employee feeling valued and appreciated. Without intelliHR prompting us to address this in real-time, we could have lost this valuable employee.

    "

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Events | 10 min
Recognition Mission: a hackathon to drive employee engagement
What do you get when you put an eager bunch of HR enthusiasts into a room, with a challenge to solve in 8 hours? The result: an electrified melting pot of ideas that can...
In the Media | 1 min
intelliHR announces opening of its IPO
With the emergence of AI and analytics in HR, intelliHR CEO Rob Bromage is excited to open the company’s IPO. Investors are recognising the opportunity to be a part of this massive trend. “The...
In the Media | 1 min
Pre-IPO fund raising and intelliHR’s goals
intelliHR CEO, Rob Bromage, speaks to SmartCompany about raising $4million in pre-IPO funding and the company’s goal of going global. “It’s an exciting time to be part of the company, but it’s also been...
Events | 2 min
Meet the Disruptors: Rob Bromage
Rob Bromage, intelliHR CEO, spoke to the international organisers of DisruptHR about his experience of the Brisbane event and the exciting future ahead for HR. “We are talking about powerful insights from analytics, Artificial...
In the Media | 5 min
Work revolution: forecasters predict jobs of the future, how we will work and skills in demand
In just over a decade’s time, the workplace will be a very different landscape from what we know today. Shorter work hours, more jobs and augmented reality are just an example of what the...
Events | 2 min
intelliHR attends the AHRI National Convention and Exhibiton 2017
Once again, intelliHR was thrilled to be a part of the AHRI National Convention and Exhibition. The largest HR event in Australia, with more than 2400 visitors walking through the doors of the Sydney...
In the Media | 5 min
Tips to make performance reviews a piece of cake (Part 2)
Part 2: Performance reviews can be a terrifying time for business operators, but Rob Bromage, CEO of intelliHR, simplifies the process with part 2 of his top tips. Read more here.  As seen in:...
In the Media | 5 min
Tips to make performance reviews a piece of cake (Part 1)
Part one: Performance reviews can be a terrifying time for business operators, but Rob Bromage, CEO of intelliHR, simplifies the process but giving some helpful tips that will make this process a piece of...
In the Media | 5 min
Out with the old
Performance management practices are undergoing transformation, moving from the traditional once-a-year performance reviews and rankings to continuous feedback and positive reinforcement. Technology and awareness of the importance of HR data is changing the way...
In the Media | 5 min
Technology: an enabler of performance
In today’s fast-paced world, information is a valuable commodity and is available instantaneously. Businesses that fail to access and leverage their ‘people data’ in real time will be left behind and exposed to risk,...

Recognition Mission: a hackathon to drive employee engagement

What do you get when you put an eager bunch of HR enthusiasts into a room, with a challenge to solve in 8 hours? The result: an electrified melting pot of ideas that can supercharge the way people are recognised in business. In early December, intelliHR hosted Recognition Mission – its first non-technical hackathon to devise new ideas to boost recognition practices in a global business.

The six teams collaborated on ideas that would champion positive behaviours and drive employee engagement. Innovative, creative and realistic initiatives were pitched to the Hackathon participants and the all-important intelliHR judging panel, made up of CEO Rob Bromage, intelliHR Chairman Tony Bellas and intelliHR CTO Jeremy Fong.

Recognition solutions

The range of solutions of how to promote recognition in business were devised by the teams using innovative ideas around people management and technology.  Here is what we learnt:

One size doesn’t fit all: Hackers felt that in existing recognition systems, there was an extrinsic one-size-fits-all approach with recognition coming from the top down. Acknowledging that individuals have preferences over the way they receive recognition, for example whether it’s in a public or private forum, they sought to devise a personalised solution. Defining what types of recognition individual employees liked to receive, data would be entered into a customisable dashboard where wins could be recorded and displayed, as well as important dates (such as birthdays or work anniversaries) stored.

They suggested that peer-to-peer recognition would be more meaningful, especially when delivered in a timely manner. With employees empowered through giving and receiving recognition in a way that’s meaningful to them, a company’s cultural behaviours would be reinforced.

The dollar value: Putting the value of recognition into a financial metric for the company was a persuasive idea to encourage managers to be more proactive about recognition. For example, metrics (including cost of sick leave, recruitment, meeting times) could be created along with benchmarks. At certain intervals, data is released to managers to reveal if these benchmarks are being hit. If they aren’t being met, managers will be able to see the financial cost of this to the business.

A personal touch: Hackers believed personalising recognition could improve employee engagement, in one instance by conducting an initial survey to collect information about the employee to gauge their personal preferences. How they would like to receive recognition from a team or from a peer and so forth. Those responses could be adapted to the employee’s profile in the software and made available to everyone in the organisation. This enables employees to take more ownership in a company’s recognition system.

Play the game: Gamification was an idea that hackers felt could make recognition more engaging, fun and addictive for employees. The central idea was to use augmented reality to personalise recognition and encourage team building. Ideas saw employees venturing into a world of augmented reality to create office “gardens” where staff can add elements such as flowers or plants as a notation of recognition. Employee recognition given by peers in an innovative and fun way was suggested as more likely to be adopted by workforces.

An alternate gamification-based idea was inspired by the addictive social media game Farmville, where people could give plants, crops and other items as recognition. Following the successful building up of an employee’s “farm” this could later be exchanged for rewards. The data on how people are performing based on recognition could then be seen on a manager’s dashboard. Another engaging and fun way to make recognition part of a work day.

The hackathon delivered many ideas and fresh perspectives about how to make recognition a positive force in business that hackers walked away with new insights, inspired by what could become of their workplaces if such initiatives were implemented.

Decisions, decisions 

It was a tough decision for the judges with all the groups bringing innovative and well-thought out solutions to the table. Rob Bromage commended all hackers for their efforts and collaborations.  “This hackathon was about getting recognition back on our radars with innovative ideas and fresh perspectives, to empower employees across global workplaces. With the right recognition systems, we can make work a better place for everyone from frontline staff to CEOs and boost performance in the process,” says Rob. “The hackers have unravelled key challenges businesses face when they have a remote, multisite or global workforce. I am inspired by what was developed and enthused for intelliHR to make steps towards improving the way recognition is delivered in any workplace.”

The inaugural intelliHR Hackathon: Recognition Mission was won by team ‘Spaghetti Lords’ for their idea of personalised recognition. Runners up prizes went to team ‘Fake Plastic Trees’ for their augmented reality inspiration and ‘Crash and Burn’ for their focus on understanding the value and positive financial impact possibilities of recognition.

All event photos can be viewed via the intelliHR Facebook page here.


intelliHR announces opening of its IPO

With the emergence of AI and analytics in HR, intelliHR CEO Rob Bromage is excited to open the company’s IPO. Investors are recognising the opportunity to be a part of this massive trend.

“The funds we are raising allow ongoing investment in our technology, including innovations such as sentiment analysis tools which we have recently launched into the platform,” Rob Bromage says.

Read the full article here.

 

As seen in:


Pre-IPO fund raising and intelliHR’s goals

intelliHR CEO, Rob Bromage, speaks to SmartCompany about raising $4million in pre-IPO funding and the company’s goal of going global.

“It’s an exciting time to be part of the company, but it’s also been fast-paced and at times overwhelming,” says Rob Bromage.

Read the full article here:


Meet the Disruptors: Rob Bromage

Rob Bromage, intelliHR CEO, spoke to the international organisers of DisruptHR about his experience of the Brisbane event and the exciting future ahead for HR.

“We are talking about powerful insights from analytics, Artificial Intelligence helping to bring important information to the forefront, contemporary thinking about employee experience and treating staff as knowledge value adding contributors and not battery hens, flexible working arrangements that see the melding of personal priorities with work but winning, and finally the realisation by business that their HR organisations are the keys to competitive difference. So much to be excited by and a part of!”

Read the full article here

As seen on:


Work revolution: forecasters predict jobs of the future, how we will work and skills in demand

In just over a decade’s time, the workplace will be a very different landscape from what we know today. Shorter work hours, more jobs and augmented reality are just an example of what the worker of the future can expect. intelliHR’s Customer Success Manager, Glenn Donaldson, joins a select group of visionaries to share some insight into what we can expect.

Read more here

 

As seen in:


intelliHR attends the AHRI National Convention and Exhibiton 2017

Once again, intelliHR was thrilled to be a part of the AHRI National Convention and Exhibition. The largest HR event in Australia, with more than 2400 visitors walking through the doors of the Sydney International Convention Centre from August 21-24.

The annual event featured a stellar line-up of global HR leaders and thinkers, sparking conversations and inspiring new ideas. intelliHR always loves being a part of this event as it’s a fantastic opportunity to interact and share information with the many delegates and visitors to the conference.

intelliHR was honoured to be a premium sponsor of the event this year. It’s the second time we have sponsored the event. In 2016, we launched our intelligent people management system to a warm response.  This year we had the great pleasure of demonstrating our new user interface and advances in our analytics, including a first peek at our work in the area of natural language processing.

IntelliHR had the great pleasure of sponsoring the workshop session with Dave Ulrich, Rensis Likert Professor of Business, University of Michigan, and co-founder of The RBL Group [Twitter: @dave_ulrich.] The session, about the organisation as a competitive edge, was one of the most popular at the convention. Professor Ulrich explained how an emerging organisation is defined by capabilities rather than structure. HR professionals left the workshop tooled to be organisational architects!

We look forward to AHRI National Convention and Exhibition 2018!

 


Tips to make performance reviews a piece of cake (Part 2)

Part 2: Performance reviews can be a terrifying time for business operators, but Rob Bromage, CEO of intelliHR, simplifies the process with part 2 of his top tips.

Read more here. 

As seen in:

inside small business performance reviews

 

 


Tips to make performance reviews a piece of cake (Part 1)

Part one: Performance reviews can be a terrifying time for business operators, but Rob Bromage, CEO of intelliHR, simplifies the process but giving some helpful tips that will make this process a piece of cake.

Read more here.

As seen in:

inside small business performance reviews


Out with the old

Performance management practices are undergoing transformation, moving from the traditional once-a-year performance reviews and rankings to continuous feedback and positive reinforcement. Technology and awareness of the importance of HR data is changing the way businesses are operating. Rob Bromage, CEO of intelliHR, explains what this transformation means and where the future lies.

Read more here.

As seen in:

hrd magazine performance management

 


Technology: an enabler of performance

In today’s fast-paced world, information is a valuable commodity and is available instantaneously. Businesses that fail to access and leverage their ‘people data’ in real time will be left behind and exposed to risk, writes Rob Bromage, CEO of intelliHR.

Read more here.

As seen in:

hrd magazine


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