The document discusses the importance of performance management and people development through a cloud-based system called people®, which facilitates ongoing reviews and supports continuous employee engagement. It highlights the inadequacies of traditional annual performance reviews and emphasizes a structured, transparent, and future-focused approach for aligning employee development with organizational goals. The system provides tools for effective performance tracking, feedback, and succession planning, enhancing overall management efficiency.

1. People Development and Performance Management in the cloud

2. Sustained High Performance requires focus
on both Performance and Behavior
50%
Performance
50%
Behavior
Rating
Doing the right thing:
= Getting results and
creating value for the company
Doing things the right way:
= Living the company core values

3. Structure and Process manage Performance
• In order to gain the best performance from your organization, you have to be able to
manage performance.
• Traditional, once-a-year reviews are too often ineffective with little or no impact on the
day-to-day business, because agreed actions and development needs identified are not
followed up on after the review.
• With more people and more managers in your organization, having a structured process
and system to support performance management is essential.
• In today’s dynamic and fast-paced work place, an online system provides your managers
with the information they need, when and where they need it.

4. Review, Manage, Follow-up - everywhere
• People® is an online, cloud-based system, that supports you in
managing performance through People Reviews, that:
• Enable managers and employees to access their review from
their laptop, mobile or tablet, whichever is most convenient.
• Supports continuous and diligent follow up on agreements, as
managers and employees receive reminders from the system,
when action deadlines are approaching.

5. A Clear, Linked and Ongoing Process
It is not a one time thing

6. Traditional Reviews are Counterproductive
• Traditional Performance Reviews are often paper-based, time-consuming and
disconnected from overall organizational targets and strategy.
• In many companies, performance reviews are still held once a year with little or no
structure that supports a consistent approach throughout the organization
• The outcome of these types of reviews are highly reliant on the individual manager’s
leadership skills - without a well-defined and common process to ensure compliance and
integrity, employees too often experience their reviews as unfair, subjective and one-
sided.

7. People® is Transparent and Effective
• People® is an event-based, transparent process that supports you in
managing performance through People Reviews that:
• Provides a simple structure for evaluating and following up on
agreed actions and development plans.
• Links the overall company strategy to the individual employee’s
role and responsibility.
• Ensures compliance and integrity in the process with 360°
evaluations and continuous validation of employee job
descriptions.

8. Short- and Long term Perspective

9. Traditional Tools Evaluate Past Performance
• In many organizations, Performance Reviews are primarily focused on evaluating past
performance rather than aligning development plans with expected, future performance
requirements.
• When managers fail to look into future business requirements, development plans from
reviews will be the result of past short-comings rather than future competence needs.
• Without a formal tool to support managers in preparing for, conducting and following up
on reviews, review outcomes will often fail to have targeted actions, agreed deadlines and
assigned responsibilities.

10. People® Plans Future Performance
• People® is a people-focused, business strategy execution tool that
supports you in managing performance through People Reviews
that:
• Connects business strategy and the ambitions, hopes and
dreams of your employees in order for you to be able to engage
and motivate them with targeted development plans.
• Supports managers throughout the year in continuously giving
feedback, coaching and guiding their employees.
• Visualizes the development progress of the employee’s
individual skills and competences.

11. Accurate and Simple Overview

12. Drilldown focus on Retention Risk
RetentionRisk
High
% % %
Medium
% % %
Low
% % %
Low Medium High
Criticality
Potential
High
6% 8% 9%
Medium
14% 24% 15%
Low
7% 11% 6%
Low Medium High
Performance
Retention plan
and/or
Succession plan
in place?

13. Filtering Reports on Multiple Levels
Potential
High
6% 8% 9%
Medium
14% 24% 15%
Low
7% 11% 6%
Low Medium High
Performance
Potential
High
6% 8% 9%
Medium
14% 24% 15%
Low
7% 11% 6%
Low Medium High
Performance
Potential
High
6% 8% 9%
Medium
14% 24% 15%
Low
7% 11% 6%
Low Medium High
Performance
Filter reports by:
 Department / Team
 Job Description / Title / Function
 Career Path Level / Is Manager

14. Graphs and Reports generate Employee Lists
Potential
High
6% 8% 9%
Medium
14% 24% 15%
Low 7% 11% 6%
Low Medium High
Performance
Click any box and get
the list of employees

15. Visualize Career Path Pipelines
5
Specialist
0
Senior
2
Lead
Pipeline issues can easily be
identified

16. Progress Monitored via Review Dashboards

17. Reporting Enabled HR
• Identify High/Low Performer distribution per team/function/location
• Risk Assessment of Key People/Managers/High
Performance/Potentials
• Succession Planning for Key People and Managers

18. Easy to use

19. A Review is initiated by Ratings
Roundtable has approved a rating
… and the manager’s assessment gives a rating as well

20. Job Descriptions form the Base
Strengths and development areas,
determine the behavior rating
The manager’s assessment of the
job description determines
the performance rating

21. Ratings align Expectations
• Rating performance against the job description challenges the manager to consider past
agreements and expectations against current and future performance expectations.
• Has your employee taken more responsibility in one specific area and perhaps handed
over responsibility in others?
• Has your employee been working on important and urgent, but unexpected tasks –
should this change the job description, role or title of employee?

22. Simple Overview of Performance Assessment
Performance is relative to
the expected targets vs. current results

23. Complete Overview of Team Employees

24. Simple, Action-oriented Follow-up
Actions can be continuously monitored and
progress can be documented
Actions can be synchronized with Outlook for
easy follow-up
People Development is not a one-time thing

25. Implementation

26. Steps of Implementation
1. Input Organization Diagram
2. Upload Written Job Descriptions
3. Setup Winning Behaviors and Ratings
4. Train Managers and Employees
5. Go!

27. Scalable Support
From: Do it yourself
• We setup and perform minimal
training of your system administrator
• We offer to certify your HR or
preferred Management Consultant.
• You get access to the system, and run
it completely autonomously
To: Complete Design and Implementation
• We train HR and Managers and
facilitate implementation
• We help describe your organization
• We analyze and optimize the
organization
• Design job descriptions and import
them to the system

28. Start now
 People® is available in Danish and English
 People® is web-based and runs on all platforms
 People® integrates with Office 365 for easy deployment
 Call +45 28515150 or e-mail peter@ecomerc.com for more information