Skills management andĀ skills evaluation š
Evaluate the skills and performance of employees, support their development to prevent high turnover.
- 14 days free
- No credit card required
Sloneek powers leading international companies:
Skills Management
Developing work skills
Keep track ofĀ the skills needed for each role inĀ the company. Create skillĀ sets based on specific role, team orĀ seniority. Add individual skills (competencies) forĀ specific people for aĀ future development assessment.
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Individual skill sets
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Skill sets for specific teams and positions
Skills assessment
Evaluation of skills
Evaluate how your colleagues are improving in their skill sets. Ā Track howĀ their skills develop over timeĀ andĀ add meaningful development activities orĀ plan their career growth more effectively based on this.Ā
KPIs
Key performance indicators
Use criteria to evaluate the performance and effectiveness of a company or individual in achieving a specific set goal over a period of time. You can also use the KPIs to compare performance with other departments andĀ individuals. Examples of KPIs š
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Customer Satisfaction
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Sales department: average profit margin
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Healthcare industry: Average hospital stay
OKRs
Objectives and key results
Set specific goals for the company and individuals and monitor progress towards achieving these goals.
Example of a goal:
A - Goal: Improve our website and increase conversions
KRs - key results:
1 KR: Increase website traffic by 10% every month
2 KR: Improve conversions on landing pages by 15%
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Suitable for all task and project positions
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Ability to track progress and measurable metrics
Evaluation questionnaire
Creation of company-wide evaluationĀ questionnaires
Tools for creating evaluation questionnaires, e.g. whenĀ assessing the skillsets of your workforce. The evaluation can be carried out in synergy between the worker &Ā manager. This tool is suitable for companies that do not have developed competence models.
360Ā° evaluation
Anonymous jobĀ performance evaluation
Monitor the performance of individuals from various perspectives andĀ develop specific development plans.
The results of an employee's peer review are anonymous. AtĀ the end of the appraisal cycle, the line manager will communicate the results of the appraisal to the employee and agree on a plan for the further development.
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Anonymised reviews by co-workers
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Option to add comments
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