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Centranum   HRadvance Web based tools for integrated  Talent & Performance Management
Why Centranum HRadvance? ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Integrates all aspects of people management
[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],Why Centranum HRadvance?
Centranum makes the difference A top performer can be 4 times more productive than a poor performer.  good average performer twice as productive as low average Leadership and engagement are the keys Build Organisational Effectiveness Retain top staff Leadership Capability Engagement Performance
web delivered tools Well validated model of  work performance
Define and communicate  expectations
Job Specific Capability Profile Values & Competency Profile Key Result Areas (Objectives) Clear   Expectations #1 key to productivity On demand viewing for staff Individual Job Description
Maintain Quality Job Descriptions  Outcome based Job Description Job Performance   Information Analyse and specify job role specific capabilities   Capability Profile Accountabilities Tasks Capabilities Eg.  Qualifications Training Experience Competencies HR processes System Libraries
Results tracking Align Goals  – to corporate priorities transparent process,   results tracking Balanced scorecard Organisational Objectives Staff Acceptance Manager Approval Manager Draft Objectives Staff Draft Objectives
Develop Capability  Configurable capability and competency frameworks Capability Competency Knowledge  Skill  Attitudes/Motivation   Education Experience Training Professional Affiliations Personal Attributes Abilities
Capability Profile (requirements) Personal  Portfolio (actual) Configurable Capability Libraries Eg: Education Training Experience Individual Capability Data Capability Requirements for JD Profile Matching – Training Needs Analysis Capability Framework
Competency Framework Competency Library and Competency Profiles .   Maintain Library  .  Create profiles,  training checklists,  career maps  Manage assessments -  training needs analysis  Competency Profile Training checklist Map to profiles Competencies & standards: Values, Core,  Technical, Leadership System Libraries HR Processes   Individual Competency Data
Track progress  and  give regular feedback
Capability Tracking ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Performance Tracking  365 day coaching   and day to day feedback – “ keep, start, stop” Journal Expectation specific entries Coaching notes, guidance Track progress against targets, Note achievements, difficulties,  Highlight performance issues Journal Records Email Reminders Available on  Performance Appraisal screens Progress Data Job Requirement Key Result Area Competency Requirement
Identify training needs,  plan and track development
Training needs analysis Accurate, objective,  fair and   transparent Performance Review (single rater) ,[object Object],[object Object],[object Object],[object Object],[object Object],Configure Assessment  Components and process Job role Objectives Values Competencies Technical Competencies Feedback Multi rater  Review Configure rating schemes
Meet Staff Member Agree final comments Staff Member Final Comment, agreement Competency/Performance Review HRadvance   v 7 Optional  moderation Review Document Staff Prepare - Rate & Comment Manager  Overview & evaluation  Close Meeting Senior Manager  Final Sign-off
Individual Development plans Learning Strategies & Resources Learning Management Progress tracking  Resource use tracking Training effectiveness evaluation Learning & Development
Manage Training Training Course information Bookings Development  resource  library Individual Development  plans Personal Portfolio
Capability Development Resource Library Manager  Approval Progress Notes Completion Effectiveness Development Plan Capability Library Development Plan
Configure and develop  an organisation specific resource library
Plan, approve  and track development plans  Track resource use
Plan for the future
[object Object],[object Object],[object Object],[object Object],[object Object],Career Planning Staff and Managers
Organizational job roles/career paths  Staff register career interest  Managers identify potential successors and readiness  DIVISION
Talent identification  Identify high potentials for talent pool or succession Identify risks.  Configurable matrices
Succession Planning & Talent Management Senior management and HR Identify  critical job roles CAREER PLANNING   Develop talent pools Include high potentials Develop competencies Plan & track development Identify potential job role successors Capability matching TALENT  IDENTIFICATION  Gap analysis Competency & capability gaps Development needs
 
On Demand Management Information in depth analysis & trends Succession planning User Management Organisational Chart Reports ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Graphical Information map expectations, performance & capability across the organisation Maps expectations, performance and capability  across the organisation
Administrator Overview in depth analysis & trends System Management User Management Alert Management Library Management Monitor User Log in Issues
Centranum   HRadvance Web based tools for integrated  Talent & Performance Management Smart tools Unmatched functionality

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Intro HRadvance 2010

  • 1. Centranum  HRadvance Web based tools for integrated Talent & Performance Management
  • 2.
  • 3. Integrates all aspects of people management
  • 4.
  • 5. Centranum makes the difference A top performer can be 4 times more productive than a poor performer. good average performer twice as productive as low average Leadership and engagement are the keys Build Organisational Effectiveness Retain top staff Leadership Capability Engagement Performance
  • 6. web delivered tools Well validated model of work performance
  • 7. Define and communicate expectations
  • 8. Job Specific Capability Profile Values & Competency Profile Key Result Areas (Objectives) Clear Expectations #1 key to productivity On demand viewing for staff Individual Job Description
  • 9. Maintain Quality Job Descriptions Outcome based Job Description Job Performance Information Analyse and specify job role specific capabilities Capability Profile Accountabilities Tasks Capabilities Eg. Qualifications Training Experience Competencies HR processes System Libraries
  • 10. Results tracking Align Goals – to corporate priorities transparent process, results tracking Balanced scorecard Organisational Objectives Staff Acceptance Manager Approval Manager Draft Objectives Staff Draft Objectives
  • 11. Develop Capability Configurable capability and competency frameworks Capability Competency Knowledge Skill Attitudes/Motivation Education Experience Training Professional Affiliations Personal Attributes Abilities
  • 12. Capability Profile (requirements) Personal Portfolio (actual) Configurable Capability Libraries Eg: Education Training Experience Individual Capability Data Capability Requirements for JD Profile Matching – Training Needs Analysis Capability Framework
  • 13. Competency Framework Competency Library and Competency Profiles . Maintain Library . Create profiles, training checklists, career maps Manage assessments - training needs analysis Competency Profile Training checklist Map to profiles Competencies & standards: Values, Core, Technical, Leadership System Libraries HR Processes Individual Competency Data
  • 14. Track progress and give regular feedback
  • 15.
  • 16. Performance Tracking 365 day coaching and day to day feedback – “ keep, start, stop” Journal Expectation specific entries Coaching notes, guidance Track progress against targets, Note achievements, difficulties, Highlight performance issues Journal Records Email Reminders Available on Performance Appraisal screens Progress Data Job Requirement Key Result Area Competency Requirement
  • 17. Identify training needs, plan and track development
  • 18.
  • 19. Meet Staff Member Agree final comments Staff Member Final Comment, agreement Competency/Performance Review HRadvance v 7 Optional moderation Review Document Staff Prepare - Rate & Comment Manager Overview & evaluation Close Meeting Senior Manager Final Sign-off
  • 20. Individual Development plans Learning Strategies & Resources Learning Management Progress tracking Resource use tracking Training effectiveness evaluation Learning & Development
  • 21. Manage Training Training Course information Bookings Development resource library Individual Development plans Personal Portfolio
  • 22. Capability Development Resource Library Manager Approval Progress Notes Completion Effectiveness Development Plan Capability Library Development Plan
  • 23. Configure and develop an organisation specific resource library
  • 24. Plan, approve and track development plans Track resource use
  • 25. Plan for the future
  • 26.
  • 27. Organizational job roles/career paths Staff register career interest Managers identify potential successors and readiness DIVISION
  • 28. Talent identification Identify high potentials for talent pool or succession Identify risks. Configurable matrices
  • 29. Succession Planning & Talent Management Senior management and HR Identify critical job roles CAREER PLANNING Develop talent pools Include high potentials Develop competencies Plan & track development Identify potential job role successors Capability matching TALENT IDENTIFICATION Gap analysis Competency & capability gaps Development needs
  • 30.  
  • 31.
  • 32. Graphical Information map expectations, performance & capability across the organisation Maps expectations, performance and capability across the organisation
  • 33. Administrator Overview in depth analysis & trends System Management User Management Alert Management Library Management Monitor User Log in Issues
  • 34. Centranum  HRadvance Web based tools for integrated Talent & Performance Management Smart tools Unmatched functionality