Blueprint
How BetterWorks Integrates With Your HR Information System BetterWorks allows employees to frequently set and manage goals as well as receive contextual feedback from peers and ongoing coaching from managers — all of this data can be imported into your HRIS to achieve a holistic realization of continuous performance management.
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Continuous Performance Management that Integrates with your HRIS Using our HRIS integrations with systems like Workday, SAP SuccessFactors, Oracle and others, continuous performance management data from BetterWorks can be used to inform and enhance the HR processes that live in your HRIS. Not only can your HRIS integrate seamlessly to sync user data with BetterWorks for efficient user management, but goals, coaching and feedback data originating within BetterWorks can be sent to your HRIS to supplement the following traditional HR business processes:
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On-boarding
Annual Performance Reviews
Learning and Development
Compensation
Workforce Planning
Succession Planning
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Here are ways different types of data from BetterWorks can be used to augment these processes:
Execution Use Goals/OKR data to track how quickly new hires are able to complete the on-boarding process and identify the points at which they begin contributing to group or departmental initiatives. Have your employees set learning and development goals each quarter — whether these goals are used to measure the success of HR-led programs or of an employee’s general professional development, this data will help you track growth in your organization.
Feedback The data generated by our feedback module can be used to augment a number of different HR processes. By fueling succession planning with both qualitative and quantitative feedback from members across an organization, it becomes possible to easily and effectively identify future leaders and prepare them for promotion. Distinguish key performers and those with potential to be cultivated to ensure that all members of the organization are moving in the right direction.
Coaching More organizations are looking to modernize their annual performance review processes. Data generated by frequent one-on-one check-ins and manager coaching in BetterWorks can transform a dreaded, end-of-year process into a valuable opportunity for discussions about growth and development. Instead of having employees and managers log into an HRIS once a year, move these reviews into BetterWorks where the evaluations are supplemented by performance data from goals and peer feedback. The output of these evaluations can then be integrated into your HR system of record for calibration of ratings and ultimately as an input into compensation reviews.
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Continuous Performance Management in Action for the Fortune 100 A Fortune 100 e-Commerce customer found that their Annual Performance Review process was in need of improvement — they knew that effective performance management began with clear expectations and alignment around goals but their legacy process was not enabling the culture of high performance and accountability they sought. This customer had implemented a complex workflow to mitigate the various issues inherent to the review process — their reviews were done in multiple stages with input from individual contributors, managers and HR business partners. A major need was that sharing by employees vs. managers could be staggered to allow for review of self-evaluations and calibration of manager ratings with HR business partners. BetterWorks’ lightweight Conversations module and integration with the customer’s HRIS provided the flexibility needed to re-orient their reviews to focus on goals and coaching. HRBPs were able to export the quantitative ratings and lead discussions with managers to calibrate ratings according to internal standards.
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In addition to supporting the calibration process, the integration of BetterWorks data into the customer’s HRIS also enabled improvements to their compensation management. Once ratings had been confirmed between managers and HRBPs and locked in BetterWorks, they were integrated into the customer’s compensation system with a simple export. This allowed the ratings, a finalized output resulting from frequent one-onone check-ins and manager coaching throughout the year, to be used as an input into the customer’s internal compensation formula. That’s how continuous performance management works for the Fortune 100.
BetterWorks provides continuous performance management to help employees easily set goals and give ongoing feedback. It seamlessly connects the four aspects of a performance process – goals, check-in conversations, peer feedback and
reviews – to help AOL, BMW, Kroger, GoPro, Schneider Electric and more improve performance and engagement. Learn more at www.BetterWorks.com
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