Human Capital Management System

Employee Engagement

We all know that employee engagement is the foundation for organization success. However most employees disengage soon after they realize the expectations and performance standards in which they were hired for lack consistency throughout their employee life cycle. They soon learn that no matter what performance results they have achieved, rewards are applied in a peanut butter approach, everyone receives the same merit and bonus rewards no matter the difference in performance results from each employee. Or the standards in which they were hired for, become different standards in which they are performance managed against.

Many employees are open to engage when clear expectations are provided to them throughout the employee life cycle. Furthermore, these expectations must be the same standards that drive compensation, performance, training, and succession decisions. Without clear expectations of what is expected from employees, how are employees to know how to achieve performance excellence? Furthermore, if the expectations are clear, but achieving them has no effect on how for example, compensation decisions are made, how can you expect employees to be engaged?

A successful OD system must not only contain the five major HR disciplines; staffing, compensation, performance, training, and succession planning, they must also be integrated like cogs in a clock working together. When one cog moves, others must also move. Similar to how performance management and training work together. If performance is below standards, then the training cog must move to train the employee to meet performance standards. This is not rocket science, but common sense. What separates Goal Alignment from the field is when other HR systems say they provide solutions to employee engagement but focus on one or two of the HR disciplines.

The Job Profile is the DNA of the company

To achieve organizational excellence, job profiles must align with the organizations overall strategy and support the goals of the employee. The probability of achieving goals can be linked to the employees job profile. When written and managed like a living and breathing document, the job profile becomes the most critical tool managers can use to guide employees to achieve individual and departmental goals. As a living document, job profiles must be kept current at all times to reflect the expectations and standards of the employees role. Meaning, if goals change, the job profile must also be reviewed to reflect any necessary changes to expectations and standards. In doing so, the organization can be assured a skilled workforce is always available.

When job profiles are used to integrate the five major HR disciplines; staffing, compensation, performance, training, and succession planning, the job profile becomes the link between the employee and the Organization Development system. Compensation, performance, training, and succession planning decisions are clear to the employee when these decisions are based on employee performance results against their job profile. Therefore, using the job profile to discuss employee expectations throughout their life cycle becomes the DNA of the organization. There is no other tool available to managers that can have such critical impact on both the employee and the organization.

How are we different?

As an SPHR and 20+ years HR experience, nothing beats the experience of being in the HR trench. You see and hear a lot of dysfunctions as well as successes in your OD system. You then learn from this and go back to your OD system to make the improvements. This in a nutshell is my philosophy behind developing this application.

We all know HR is dynamic and a balancing act. To achieve this balancing act, there are 5x core HR systems (Talent Management, Compensation, Performance Management, Training, and Succession Planning) that must all be in place. Therefore, it intrigues me why other HR applications are piece meal. Why would anyone think that a performance system could achieve its purpose without a training system to support it. Or why would you not have a system to manage Job profiles and competencies in real-time? In my experience, when you give feedback to an employee about improving performance, the employee will want to know what competencies are tied to improving their performance. Because knowing this, you can develop the training plan to target the competency. This and all other employee engagement activity has to be very transparent to the employee. Transparency leads to HR integrity, that ultimately builds trust in your organization development system.

This mindset is what separates Goal Alignment from the field.

Having Total Control

We allow the database tables to reside on the customers computer/server. This way, you the customer will have full access to your data at all times. If ever you decide to leave the platform, simply take your database offline. We can also manage your database on our servers. At anytime when you are ready to manage your database on your computer/server, we will help you with the migration.