Halogen eAppraisal™ Professional Services lets you create development plans that are custom tailored to your employees' needs, based on their goals, performance, career development plans and your firm's competitive strategy.
Assign Individualized Employee Development Plans
It's easy to create training and development plans that meet the individual needs of each of your employees. You can do it as part of your regular employee performance appraisal process, as part of a project or engagement review, or independently. Halogen eAppraisal Professional Services Career and Development Planning helps you:
- Identify areas for professional or career development based on: performance on goals, multirater feedback, core and leadership competency ratings, talent assessments, an overall appraisal score, and/or career planning.
- Define clear employee development plans to help improve performance or prepare for career goals.
- Choose from training courses and other learning and development activities that are imported from your LMS or other learning database. Or you can create your own. All without leaving Halogen eAppraisal Professional Services!
Link Career and Employee Development Activities to Competencies
Halogen eAppraisal Professional Services lets you visibly link employee development activities to a specific competency, in much the same way as you can link individual and organizational goals.
This gives employees a larger context for both individual and group training and development activities, and helps to drive engagement and organizational alignment.
Track Employees' Progress on Training and Development Plans
Halogen eAppraisal Professional Services lets managers, leaders, HR and even Training and Development personnel see development plan activities and track employees' progress on these using real-time reports.
This makes it easier for managers at all levels of the organization, and especially for your learning and development personnel, to plan, budget and manage professional and career development initiatives.
