Talent Management

Talent Management

Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas.

    Learning Management

    Support business growth by ensuring trained resources deliver highest productivity at work consistently through competency based needs analysis. Our scheduling engine helps organizational training schedules be planned and managed.

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    Performance Management

    Performance management (PM) includes activities which ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas. PM is also known as a process by which organizations align their resources, systems and employees to strategic objectives and priorities.

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    Skills & Competencies

    Ensure you keep your top talent where you want them—with you—by identifying and developing high-potential employees for career progression. With succession planning and employee development solutions, you’ll be able to identify, track and develop top performance across all areas of your organization in a way that best suits you and your employees.

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    Career & Succession Planning

    Succession planning is a process for identifying and developing internal people with the potential to fill key business leadership positions in the company. Succession planning increases the availability of experienced and capable employees that are prepared to assume these roles as they become available. Taken narrowly, “replacement planning” for key roles is the heart of succession planning.

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    360 degree feedback

    It is a feedback process collected data from ‘all around’ an employee his or her peers, subordinates, supervisors, and sometimes, from internal and external customers. Its main objective usually is to assess training and development needs and to provide competence-related information for succession planning not promotion or pay increase. Also called multi-rater assessment, multi-source assessment, multi-source feedback.

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