Features

Features Identify and Recognize talent

1. Identify top-performers. Identify non-performers
2. Top performers searchable per skill. e.g. java, analyst, sales, architect
3. Provide objective(quantitative) ratings/basis of comparison per skill
4. Immediate recognition for a job well done. Enable continuous feedback.
5. Enable public recognition, known to be top-most talent retention factor

Trusted and Cost effective

1. Consistent across organization
2. Transparent and fair
3. Less onerous to participate and reduces cost by 90% in terms of time and effort
4. Improved accuracy of information

Self improving

1. Enable top performers to have greater influence.
2. Adapt goals to evolving environment.

Healthy work environment

1. Encourage team work.
2. Discourage office politics
3. Do not breed jealousy and personal hatred*Discourage favouritism and discrimination

Manager is not the company

1. Avoid anomalies because of: Dept. change, Manager change
2. Meritocracy: Manager is NOT the limit. Sky is the limit.*
3. Encourage “Work for the company NOT Manager” culture. Discourage greasing the manager

Group level aggregated metrics

1. Skill profile of the organization/dept/division. Strongest/weakest skills
2. Performance Trending of individual/dept/division etc. Superimposed graphs for comparisons.