Performance, learning and workforce planning
Help people grow and plan the organisation you need next. Reviews are evidence-based and calibrated, learning is tracked to certificates and skills, and every position is planned and approved.
- Goals, performance and appraisals
- Learning, skills and certifications
- Workforce planning, positions and succession
What it solves
The everyday problems this part of HR4ON takes away.
- Annual reviews written from memory, with ratings nobody compares.
- Mandatory training and expiring certificates noticed too late.
- Hiring beyond the approved headcount.
- Critical roles with no successor in view.
Key capabilities
Goals and check-ins
Quantitative, milestone and qualitative goals aligned to company objectives, with weights that total 100 and regular check-ins.
Review cycles
Goal setting, self review and manager review, with optional peer feedback. Cycles define who is included and when each stage runs.
Calibration
Compare the rating distribution with your guidance and adjust ratings with a rationale. Adjustments are approved by a second person before release.
Plans and recommendations
Development plans and improvement plans (approved before they start). Recommendations for increases or promotions pass to compensation or employment changes.
Learning
A catalogue of classroom, virtual, self-paced and external courses. Assign learning with due dates, or automatically to new joiners, and track sessions and attendance.
Certificates and skills
Certificates with validity, expiry alerts and independent verification. Skills are recorded as verified when a course is completed.
Positions
Vacant, filled, partly filled, proposed and frozen positions with dated history. Hiring beyond approved capacity needs an approved exception.
Scenarios
Plan new positions, backfills, resizes and freezes with cost and assumptions, compare versions, and submit the plan for budget approval.
Succession
Flag critical roles, build talent pools, record readiness and assign development. Access is restricted to talent reviewers and every view is audited.
See it in HR4ON
Real screens from the HR4ON demo company. Select a screen to enlarge it.
How it works
Set objectives and goals
Company objectives cascade into individual goals with weights.
Review and calibrate
Employees review themselves, managers assess, and calibrators compare and adjust before outcomes are released.
Develop
Assign learning and development plans; track completion, certificates and skills.
Plan the workforce
Model scenarios, approve the plan and open positions to hiring or internal moves.
Who uses it
- HR teamsRun cycles and calibration, manage the catalogue and certificates, and maintain positions and plans.
- ManagersSet goals, hold check-ins, assess their team, nominate for learning and plan development.
- EmployeesUpdate goals, review themselves, complete learning and apply for internal opportunities.
- LeadershipApprove workforce plans and review succession for critical roles.
Questions
Does the drafting assist rate people?
No. Drafting assist summarises goals, check-ins and feedback to save time. The rating is always the manager’s own judgement.
Can employees disagree with their outcome?
Employees acknowledge receipt of their outcome, which does not mean agreement, and can ask for a discussion or appeal.
Do performance outcomes change pay automatically?
No. Recommendations are handed to compensation or employment changes, where they are approved like any other change.
Read the guides
Step-by-step user guides with screenshots, free to download.
See HR4ON with your own processes in mind
Tell us how many people you employ and what matters most. We will walk you through HR4ON on a laptop and a phone.