PerformanceHub Works The Way You Do

Every organisation is different, so PerformanceHub can be configured to fit the way your performance management process works and not the other way around.

 

Your Branding

PerformanceHub can be branded to fit with your corporate identity. Change the logo and colour scheme to fit your brand guidelines and hey-presto, you have a tool that looks and feels like it belongs.

Employee Data

Use PerformanceHub to record an employee’s Job Title, Location, Role, Employee Number and many other attributes.

Job Titles and Locations are displayed in the Organisation Chart and are a great way for people to find who they may need for help and where they’re likely to be.

Roles are used to describe what competencies an employee should have and at what level of performance each competency should be for that role. More on this in the Competency Based Reviews section below.

Review Calibration

Does your process include a calibration step as part of the final reviews? This is sometimes called Balancing or Levelling.

If so, PerformanceHub can support you and help ensure that managers are applying ratings properly. Together with bespoke “Rule Breaker” reports which automatically highlight managers that may have done a poor quality review, this can be a powerful tool to help with consistency.

There are a number of ways this feature can be enabled, including the introduction of Provisional ratings if that’s how your current process works.

Review Periods

No matter whether you have annual, bi-annual or even quarterly performance review cycles, PerformanceHub supports them all. You can define review periods of any duration, and name them whatever you like. PerformanceHub takes care of everything automatically.

HRIS Integration

Although it’s incredibly easy to manage users directly in PerformanceHub, you may want to integrate with your HRIS system, so users are automatically updated in PerformanceHub when they are updated in your HRIS.

Single Sign-on

If you have a Single Sign-On solution in your organisation, then PerformanceHub can integrate with it to give users a seamless login experience.

Reporting and KPIs

There are many sorts of reports built into PerformanceHub and a great real-time charting function to help you understand where you are in your process, how employees’ effort is attributed against each company objective, how performance is distributed, where ‘disagreements’ are happening between managers and their reports and loads more.

PerformanceHub will show you your rising stars, under-performers, who is holding up the process and many other things. Slice and dice the data to see how departments or locations are performing, find your top performers, your poor performers. You name it, you can find it.

Custom Performance Ratings

All rating schemes in PerformanceHub are configurable. You have use whatever labels you like, create whatever descriptions you like or turn ratings off altogether if you like.

What can be rated?

  • Objectives
  • Feedback
  • Competencies
  • Any arbitrary section added to an appraisal
  • Overall performance (even supports 2-axis ratings for ‘9-box grid’ support)

Explore Other Features

Works Your Way

Explore PerformanceHub's main configuration options..

Joined up thinking

Find out what options can help your align the whole organisation..

Personal development

Find out what options are available for developing people and talent management.

Continuous Development

Explore how PerformanceHub supports continuous performance development..

Reporting and Analytics

Find out PerformanceHub's reporting and analytics features.

Security

Explore PerformanceHub's security and privacy considerations..

Objective Weights and Bonuses

Need to have weighted objectives – no problem, just enable them. That way, employees know the relative importance of any objectives they have.

Does objective performance contribute to bonus calculations? Let PerformanceHub help by enabling the “Bonus Objectives” feature.

HR Partners

HR Partners may manage subsets of your organisation, and with PerformanceHub you can give HR Admin rights to HR Partners for just the subset of the organisation they are responsible for.

It’s done by creating organisational ‘zones’, and zones can be used for more than HR Partnering, they are also handy for reporting, allowing you see reports for each zone. A zone may follow a department or geographical region for instance.

Matrix Management

Do you have a matrixed organisation? Not a problem.

Every employee has a line manager, but with the matrix management feature, employees have have one or more matrixed managers too. Matrix managers can set their matrixed reports objectives (great for helping Project Managers get things done) and now you have performance review data from more parties.

PerformanceHub protects data, so each manager can only see the information they should. For example, matrix managers cannot see the full appraisal of their matrix reports.

2nd Line Manager Contribution

An optional feature which gives managers of managers a place on their 2nd line report’s appraisal to add review information and ultimately sign-off the appraisal.

Once enabled, managers of managers can elect to get involved in any of their 2nd line reports appraisals

There are many great reasons to use this feature, here are a few:

  • Motivation for 2nd line reports – it’s surprising how motivating it is to know that your manager’s manager has a handle on your performance
  • Mentoring – use it to mentor the 2nd line report or the middle manager (if they are new to performance reviews for instance)
  • Fair performance ratings – giving the grandfather ultimate sign-off and visibility across all 2nd line reports helps in levelling

Customisable Performance Reviews

PerformanceHub can be configured to run your appraisal cycle at any frequency; once a year, every 6 months, every quarter or as often as you like.

Appraisal forms can be customised too. You can add your own sections to an appraisal template to collect any type of information or to tease information out of people to improve the quality of performance review meetings. These sections can be configured to work in a number of different ways depending on what they are being used for.

You can add any number of sections into an appraisal, for instance:

  • Performance against company values.
  • Training/qualification data.
  • Top 3 strengths/areas for development.
  • Leadership values.
  • Career aspirations

You can also add a competency based reviews so employees can be reviewed against the competencies for their particular role.

Finally, you can add 3rd party sign-off, so the direct report, manager and manager’s manager all have input to an employee’s appraisal.

Explore Other Features

Works Your Way

Explore PerformanceHub's main configuration options..

Joined up thinking

Find out what options can help your align the whole organisation..

Personal development

Find out what options are available for developing people and talent management.

Continuous Development

Explore how PerformanceHub supports continuous performance development..

Reporting and Analytics

Find out PerformanceHub's reporting and analytics features.

Security

Explore PerformanceHub's security and privacy considerations..