Fortunately performance delivers measurable outcomes, so asking ‘are we doing well or not?’ is relatively simple. However deciding what to improve and how to motivate that improvement is where it gets complicated. intelliHR delivers a tightly integrated range of best practice performance management frameworks and analytics that combine to deliver results. We start by facilitating the use of goals and feedback to align your team with where the business is going and measure how they progress. We use recognition to encourage repeat behaviour that is shared in a way that others in the business can celebrate and learn from, and training & development not only to rectify skills gaps, but through coaching and mentoring to provide the freedom to grow. We support your reward programs with measures, allowing them to be more than just remuneration for work done and instead ensure they can be a key driver of positive staff performance.
What’s great about intelliHR is that you don’t have to choose whether you want to deep dive into the specifics of your organisation’s analytics or get the general trends in a snapshot. With our ‘New’ Business Performance Analytics you get the best of both worlds. Firstly, you can monitor how your whole organisation is tracking along the performance or values metrics you care most about. Thanks to our dynamic filtering you can dynamically identify specific high performing team members who are performing well across the range of metrics, or opt to identify those who may require a bit more support or training opportunities. We also help you to identify performance trends across teams and departments and discrepancies between supervisors and their team members. Often managers will have a tendency to produce a concentration of ‘middle of the road’ ratings, we can help you identify that as well.
The best way to find out what training your team needs, is to ask! Imagine being able to see a company wide real-time view of the training need themes across your organisation. Our experience is that new training needs are always emerging amongst your team as they respond to the changing strategic direction of your organisation. So it’s important to have a regular process to find out where and what type of development is most needed. We do exactly that with training needs questions within our check-in processes, the clear focus is upon helping identify team members training needs to support their progress towards their goals. Bridging knowledge gaps is a fast way to provide value to your teams, through investing in training for your people you are building their capability to provide future opportunities for your organisation. You can also easily compare your training needs against actual spend, allowing you to easily identify areas of under and overspending.
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