Conducting performance appraisals and employee reviews is a vital part of keeping your organization healthy, but in reality performance management should be an ongoing management strategy. Yet the time it takes for administrative tasks associated with this process is usually prohibitive.

TalentStudio can help you take performance management far beyond the annual review. Its intuitive tools put multiple sources of data at your fingertips so you can generate performance reports and analyses in minutes, not days. What’s more, TalentStudio streamlines and automates the administrative tasks associated with launching, tracking, monitoring, and analyzing performance management process and results. That means you can put all of your focus on your employees, their abilities, their weaknesses, and designing solutions to help them become better performers.

As your appraisal concepts change, you can easily adapt the questionnaire to better analyze the true nature of success – without bringing in outside consultants or needing new implementations. You can also pilot changes to any employee group until you are ready to apply them enterprise-wide.

TalentStudio solution

With TalentStudio, you can facilitate the performance management process from start to finish:

• Launch a performance management process, including identifying reviewers
• Allow for individual assessors -- both inside and outside the organization – to provide input
• Collect information through on-line forms
• Analyze and understand performance distribution data. TalentStudio reports show performance against potential, but any two variables can be selected.
• Create dashboard and scorecard reports and identify gaps and areas for training and development
• Longitudinally track and analyze how performance has changed over time

TalentStudio makes you better prepared to align talent management to business goals by:

• Identifying the degree to which employees are competently performing their roles and duties
• Measuring the “results” generated by employees – both at the individual and team level
• Understanding the gaps in skills/competencies/knowledge at the individual level and as a total “roll-up” of the organization
• Determining the needs of the organization from a performance perspective both today and for the future
• Identifying High Potential employees for both management and “specialized” roles
• Planning promotions based on skills/competencies/performance
• Addressing gaps in skills/competencies/knowledge based on performance review