Streamline performance management

Adopt different HR performance management approaches, such as objective production or judgmental evaluation, and exploit Board’s inbuilt data and business modeling capabilities to easily put in place monitoring tools such as graphical rating scales, employee comparisons, or behavioral checklists

Examine performance across the organization, with support for top-down, bottom-up, peer, self, and 360-degree assessment methodologies

Undertake gap analyses between employees’ results and previously defined goals, and dissect performance for individual employees, spotting strengths and weaknesses to help produce a preliminary improvement path. Analyze HR performance from a corporate perspective, identifying clusters of employees who are meeting, not meeting, or exceeding expectations

Connect all stakeholders involved in the HR performance management process, taking advantage of workflow capabilities which include the definition of triggered events, approval cycles, and data auditing & validation

Foster the fertilization of performance insights into other HR processes such as training, incentives & compensation, promotions, and job rotations, exploiting Board’s ability to integrate with all corporate systems (i.e. HCM and legacy software)