Peopleclick

Citrix Systems Powers their Talent Management Strategy with Peopleclick Authoria
Learn why Citrix Systems chose Peopleclick Authoria as their GoTo talent solutions provider
54% of Companies Don't Have Enough Qualified Internal Talent to fill their Leadership Pipeline
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Performance
Performance
Align individual goals with corporate objectives and capture performance information on accomplishments and challenges throughout the year.
 
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Performance Management

Peopleclick Authoria Performance makes managing performance a strategic function throughout the year, not just an annual obligation. Utilizing this solution, line-of-business managers more effectively and efficiently manage their employees to achieve business objectives and HR professionals experience improvements in recruiting practices, compensation allocation and succession and development planning.

Goal Management and Appraisals

Goal Management and Appraisals

Managers are positioned to align individual goals with corporate objectives. Using a shared goal library, it is easy to capture performance information on accomplishments and challenges throughout the year including responses to Multi-Rater evaluations (360 reviews). Through more effective, daily employee performance management, strategic business goals are achieved.

  • Align individual performance with priority business objectives
  • Identify performance issues that require immediate attention
  • Recognize and record significant accomplishments as they occur
  • Improve the quality and ensure the legality of performance reviews
  • Ensure that employee reviews are consistent across departments and locations
  • Offer flexible review periods (i.e. anniversary dates)
     

Multi-Rater Feedback

Multi-Rater Feedback

In most performance evaluations, reviews come from an employee’s manager or other superior. With Talent Management’s multi-rater evaluations (360 reviews), feedback can be received from indirect managers, other superiors, peers and subordinates as part of a standard evaluation or as stand-alone feedback. This provides a broader perspective on employee performance including development needs and strengths.

  • Multi-rater evaluations can be part of any performance plan (Interim, Final or Stand-alone evaluations)
  • Evaluations can include goals, competencies or overall ratings captured in configurable workflow states and forms
  • Feedback provided by reviewers can contain a certain level of confidentiality while allowing employees to request additional information for clarity

Leadership Development

Leadership Development

Peopleclick Authoria Performance helps you fill high-impact positions with top-performing employees and develop a pipeline of future leaders. The entire organization benefits when Managers and HR professionals understand the competencies required for success in key roles, identify high-potential employees and develop effective programs to address competency gaps.

  • Understand the competencies required for success in key roles, identify high-potential employees and develop effective programs to address competency gaps for current roles
  • Use employee talent profiles to identify qualified talent
  • Create development plans to prepare high-potential employees and better target development resources to the needs of the organization
  • Define the competencies required for success in key positions while understanding and addressing any talent gaps

 

Employee Talent Profile

Employee Talent Profile

Peopleclick Authoria Talent Profiles collect and organize the information you need throughout the year to find the best internal candidates for high-impact positions. With deeper visibility into your company’s talent pool, you can quickly search for specific qualifications and reduce the risk of overlooking your best people when filling a critical position.

  • Gain visibility into a broader talent pool
  • Give managers ready access to comprehensive information on employees
  • Build the foundation for succession planning and career development
  • Engage employees and understand their aspirations
  • Go beyond the annual performance rating and make talent management an ongoing process—not a once-a-year obligation
  • Quick access to employee resumes, competency assessments, performance reviews, compensation, development activities, career aspirations, relocation preferences, language skills and more
     

Employee and Manager Journal

Employee and Manager Journal

The Journal facilitates employees and managers capturing key performance information throughout the year. It provides a venue to quickly record satisfactory completion of an assigned task, difficulty with a particular assignment or exceptional performance in a specific situation. These journal entries can assist in managing employees day-to-day and they can be referred to when preparing quarterly or annual assessments.

  • Real-time access to entries regarding outcomes, initiative, leadership and other performance considerations
  • Ability to capture details on employee progress and areas of improvement
     

Recognition and Coaching Board

Recognition and Coaching Board

The Recognition and Coaching Board allows employees the opportunity to provide feedback to other employees. When a recognition note is sent, a notification can be configured to automatically distribute an email to the employee receiving recognition as well as their manager. These notes are stored in employee profiles for reference throughout the year and during performance reviews to recognize accomplishments or provide helpful coaching advice.

  • Provide real-time feedback on accomplishments or opportunities for improvement
  • Feedback can be categorized and associated with competencies
  • Quick access to send or view recognition notes from employee dashboards
     

Configurable Forms and Workflows

Configurable Forms and Workflows

HR professionals can easily configure forms, rating scales and workflows to fit the organization’s unique process. The performance assessment process is easy for managers and employees to follow and it conforms to the organization’s practices.

Competency Management

Competency Management

Competencies embedded within the Job Profile allow HR professionals to consistently define the skills, experience, knowledge and attributes necessary for effective performance in a particular job role. Understanding competencies is essential to developing the requirements for open positions and to accurately assessing candidates. Equipped with this information, employees are able to complete assessments throughout the year.

Decision Views

Decision Views

Using SmartCharts and SmartGrids, administrators and managers can easily generate reports and graphics on key metrics. They can determine, for example, which high performers in critical positions are at below-market compensation or whether bonuses are being allocated to reward performance. These analytical insights are critical for making smart compensation decisions and can easily be used to present key data.
 

Job Profiles

Job Profiles

Job Profiles allow Managers and HR professionals to see all information related to each job within the organization, including up-to-date job descriptions, competencies required for success and the pipeline of candidates ready to move into a particular job.

Rapid Assist™ Training & Coaching

Rapid Assist™ Training & Coaching

Business managers, employees and other users have ready access to in-context training and Rapid Assist™ coaching videos on how to use the system along with guidance and coaching on important talent management practices. That means there’s less need for classroom training and help desk support.

 
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