Effectively Measure and Manage Employee Performance While Eliminating Paper-based Processes

Softscape Performance Management software supports SMART goal methodology, providing workers assistance in creating Specific, Measurable, Achievable, Realistic and Time–based performance goals which can then be evaluated in real time with managers. The integration of Performance Management as part of the full Human Capital Management suite serves as the foundation for development planning, salary planning, MBO programs, succession planning.

The strength of Softscape’s performance management system lies in its ability to demonstrate personal initiative, and its encouragement of employees to work creatively and identify areas for self-improvement and skill development. Dialogue between the employee and manager is supported throughout the performance period to ensure that individual and organizational performance remain aligned with corporate initiatives and that performance standards and expectations are clearly defined.

Softscape’s integrated Development Wizard links development activities to specific competencies. This unique function provides on-the-job activity suggestions, coaching tips for employees and managers, suggested readings and external learning activities, and associate competencies with courses in the Learning Management System. Feedback based on results of 360 Feedback or Performance Management assessments can also be included.

Key Performance Management Features

• Configure company specific processes, workflows, and look and feel
• Configurable report templates
• Survey manager creates custom input forms
• Integrates with existing HRM and ERP applications
• Track competencies needed and available
• Development plans based on performance assessment results
• Flexible weighting and rating measures
• Flexible measurement scales
• Separate workflows for job type, department, division
• Standard review and assessment templates
• High-potential employee flags
• Employee search capabilities based on user defined categories
• Custom evaluation criteria
• Improved team communication and accomplishments
• Dynamic content based job and role in organization
• Executive Dashboard of performance measures
• Manager and employee scorecards
• Measure performance results against financial, customer, business processes, and learning/growth indicators
• Built-in auditing procedures that guard against the liability of poorly documented employee appraisals