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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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HR Software | 5 min

5 Hacks to speed up performance review time

5 Hacks to speed up performance review time

Whether you’re a manager, a HR professional or in fact any type of employee, we all want performance reviews to be accurate, quick and painless.

Unfortunately, most of us end up dreading these reviews. Traditional review processes normally involve a toxic mix of too much paperwork, limited data and unnecessary admin. This is stressful for HR, a chore for managers and just plain terrifying for employees. The way most of us are doing review time now just isn’t cutting it, so here are a few simple changes to speed up performance review time and help you get back on track.

 

1. Gather information more regularly

It’s difficult trying to remember what you did all year when you have no records, let alone remembering what your direct reports did. So why are most businesses only doing annual reviews? Introducing quick monthly check-ins between managers and their staff is a great way to break this mammoth task down into little chunks. Then when it comes time for an official performance review, the right information is ready and waiting.

 

2. Create routines

The best way to get and stay on track with collecting your data is to create good routines. Start by being clear about your expectations, then you can set role, business and personal development goals. Once goals and expectations are clearly laid out and the team is on the same page, you can ensure everyone is staying the course through your weekly one-on-one catch-ups and monthly performance check-ins. Make sure you set aside regular times to follow up with items that were discussed and raised during the check-ins. These routines may take some time to establish, but once they are will make the review process much simpler.

 

3. Create a central store for your data

You may be capturing the right information, but this is pointless if it’s not being stored securely and made accessible to the right people. We know from experience this is pretty much impossible to achieve with a paper-based system or even Microsoft Excel. Filing cabinets in different locations and manual data entry makes it impossible to find the information you need fast. Worse still, your sensitive employee files are at risk of getting into the wrong hands. A cloud-based system with multi-level data protection really is best for managing this. A good one will allow you to assign custom permission levels, so employees, managers and HR can all log on but only see the details they need access to. With a solution like this, all the information you need will be at your fingertips ready for review time.

 

4. Enable employee-led reporting

Employees who are serious about their role are already tracking their own progress and asking their managers for feedback. Why not leverage this and encourage these positive behaviours to spread? Provide your people with a tool to measure their goals in a consistent and transparent way and let them track their own progress. Employees will feel motivated and in-control of their position while managers and HR will be provided with a great overview of performance – for no extra work!

 

5. Automate reports

Once you’re gathering the information you need, storing it securely and making sure people are participating – how do you go about producing physical reports? Physically and painstakingly adding charts and tables into a document means more tedious admin work and longer wait times to see that all-important report at the end. It might be time to try a system that can collate your data and automate your performance reports. Goals, feedback, achievements, diary notes and key performance metrics will all be pulled into an instant report that can be viewed online or downloaded as a PDF in a click.

 

Want to learn more about streamlining your data collection and automating reports? Call us on 1300 993 803 or book a demo of intelliHR here.

HR Software | 5 min
7 HR Process Mistakes (and how to avoid them)
It’s easy to get immersed in your organisation’s well-established HR processes, especially when we’ve been using them for years on end. However, sometimes it’s worth questioning these traditional processes and reassessing what we’re doing...
HR Software | 5 min
Here’s why you don’t need a HRIS (when you have intelliHR)
What do you mean I don’t need a way to store employee information and process HR activities? Well you do, but when you have a fully-integrated people management platform – like intelliHR – you...
People Management | 5 min
7 stats that will change how you look at performance reviews
If you’re a HR professional or business leader, you would know that more often than not, standard processes like performance reviews can be underestimated as an overly time consuming, reactive, box-ticking exercise that does...

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