No process demonstrates the vital nature of the partnership between HR and line management, and the critical linkage between HR and enterprise direction, more than performance management. Effective Performance Management processes typically share three goals:

• To ensure the alignment of all individual and team goals and plans with those of the organisation
• To maximize the performance of all individuals and teams
• To capture a range of data about individuals, their jobs and their performance to support HR decision making.

Paper-based processes have often failed to meet these expectations but the Performance Pulse™ web-based system offers solutions to all the classic shortfalls.

Comprehensive Functionality
Performance Pulse™ offers powerful functionality including the following:

• ASP or In-house applications
• Extensive security, controlling what people can see, update, do, search, extract, and report. (Specific menus can be configured for different roles e.g. self manager, HR Admin.)
• Employee details - extensive range of single fields such as name, gender, position (Import/update the data from your HRIS or maintain in only within Performance Pulse)
• Competency templates (To support Competency Planning, Competency Assessment, Development Planning and Job Profiling)
• Intuitive data entry screens with fully configurable ‘Help & Information’
• Performance Planning (e.g. ability to manager the creation and approval of performance plans such as goals/objectives, competency plans and/or development plans)
• Performance Alignment (e.g. tracking of alignment between individual and organisational performance goals/objectives)
• Performance Monitoring / Influencing (e.g. recording and sharing of notes on progress against performance plans)
• Performance Appraisal/Evaluation (e.g. recording interim and/or period end Performance Appraisals)
• Personal Development Management (e.g. setting, approving and tracking individual development plans and their alignment with competencies)
• Workflow management (e.g. controlling drafting, approvals, etc)
• Computing performance related rewards.
• Searching for candidates using the powerful Query Manager
• Managing compliance and escalating shortfalls
• Creating ad-hoc reports easily and quickly using the Extract Manager
• Producing individual and aggregate reports.

Configuring Performance Pulse
Performance Pulse™ can be tailored to drive and sustain your chosen processes; technology should support your desired processes, not dictate them.

Your configuration is agreed through a Process and System Review and Specification workshop, led by a highly experienced process consultant and an HR Pulse^SM implementer. The meeting reviews:

• the desired process(es) including content, timing, workflow, participation, accountability, communications, training
• the data currently held and to be added
• who can view, change, approve, interrogate, extract and report data.

Much More Than A Software-house
Pilat’s is far more than a technology company. Pilat also brings 30+ years experience of HR consulting and HR data analysis. Pilat offers approaches that are practical, results-oriented, and focused on customer needs: true ROI focused solutions. Pilat partners with clients to implement sustainable and value adding solutions.