HR and IT Frameworks

Streamline goal setting, performance reviews, and policy uniformity

A company's employees are its most critical asset. Ensuring that employee performance is aligned to corporate goals is critical to a corporation’s success. The timely and consistent evaluation of employees and setting of annual goals benefit the company and improve employee satisfaction. While evaluation and goal setting activities are typically annual and/or quarterly tasks, an efficient process can minimize unproductive time spent on the bureaucratic aspects of goal setting while ensuring consistent application of policy through the organization.  Pegasystems’ SmartBPM® is the perfect tool for automating the performance-evaluation and goal-setting process. 

Pegasystems’ framework for setting employee goals and evaluating performance against goals, Employee Performance™, streamlines your performance review and merit-based compensation reviews for greater productivity, better management of human resources, and greater employee satisfaction. The framework contains a built-in Core Competency Dictionary of skills and skill definitions for use in performance reviews: All managers and employees reference a common competency dictionary for more constant employee assessment. 

Benefits

• Timely performance — Service levels ensure that employees and managers complete performance evaluation and goal setting in a timely fashion, ensuring higher employee satisfaction and faster recognition of employee performance. 
• Improved efficiency — Automation reduces the burden of sending reminders manually and re-keying information from employee to employee or between employee and supervisor. 
• Easy compliance — SmartBPM ensures that your corporate policies and corporate goals are adopted throughout your organization.

Key Features

• Corporate-goal management
  • Manages the setting and distribution of goals at corporate, departmental, and individual levels
  • Enables corporate HR and divisional managers to set goals
  • Distributes corporate and departmental goals to the appropriate employees
  • Allows managers to set individual performance goals for their direct reports
  • Routes performance goals to senior managers for review
• Employee-performance management
  • Manages the workflow of employee-skills assessment, evaluation, and development planning
  • Provides employees with an opportunity to evaluate their own performance against goals
  • Routes performance evaluations to managers for approval
• Core Competency Library
  • Maintains a centralized library of core competencies against which employee performance can be consistently measured