Easy to use, online
PerformanceManagement System -
Success through People
Success through People is an integrated web-based performance management system. The application evolved from the initial vision of a performance management system to a more broadly positioned product that can provide online management of most of the key elements of managing people in organisations.
Performance Review Module
Performance Grid
The Traxion Performance Grid is a unique feature of Success through People. The Grid provides each employee, and their supervisor, with a visual picture of the results of the employee’s Performance Review.
Business Outcomes are scored on the vertical y axis, defining the extent to which the employee has delivered on the goals set in the Performance Plan. We call each Business Outcome record a “Key Business Result” – similar in concept to what is often called a Key Performance Indicator (KPI).
The Business Outcomes axis defines WHAT is achieved; the Business Behaviours axis defines HOW the employee went about achieving the Business Outcomes.
If your organisation already has a clear set of values and/or behaviours that guide the decision making and actions of your people, you can use them for the Business Behaviours axis. If not, you can adapt a generic set provided by Traxion HR.
You can also engage our optional Consulting Services through which we take a research-based survey approach using over 50 Skills (Competencies) typically found in successful organisations. Our model has a range of supporting Behaviours that underpin each Skill.
Our research approach involves surveying your people, and thus facilitates change management for the new system, but equally important is the validity of the data used to build the performance plans. Our comprehensive approach results in the total integration of content across the Performance Planning & Review module, the Skills & Qualifications module and the Succession Planning module.
The Performance Management Cycle
The Performance Review module commences with establishing Performance Plans. The system allows for three ways to construct the Goals for the Plans:
Employees can draft their own Performance Plans for approval by their supervisor Supervisors can write Performance Plans for their team members, ideally using a consultative approach.
Your Company Administrator can centrally develop the Performance Plans in consultation with managers.
The next step in the model is to identify any Learning & Development needs of employees, to equip them to deliver the Performance Plan outcomes. Learning & Development Plans are defined and managed through the Learning module.
Supervisors then monitor employees’ progress towards goal achievement, providing coaching where necessary and recording initiatives in the Coaching module.
At the end of the review cycle, performance outcomes are rated and results reported. The Performance Review module allows for the optional calculation of incentives based on performance results.
The module also contains a Talent Development section where supervisors define the talent potential of their people and outline development plans for targeted people. Talent Development assessment outcomes are then used as feed-in source data for the development of Succession Plans, using the Succession Planning module.
Skills & Qualifications Module
Skills (Competencies)
The Skills section of the module is used to define the competence standards required by employees for the successful performance of their roles. Attainment of competence is formally recorded in the module.
Employees can also be linked to the competence standards for future career path roles.
A Learning Needs Analysis survey instrument is built into the system and can be used to establish learning needs at both the individual employee and organisation-wide levels.
Qualifications
Formal educational and technical qualifications held by employees are recorded in the Qualifications section of the module. This function is also used to flag and manage the expiry dates of qualifications.
Succession Planning Module
Development plans for people in your organisation’s succession program are written, monitored and assessed through the Succession Planning module. The reporting framework shows the extent to which a succession candidate has successfully completed their program, showing progress as a percentage towards 100% completion.
The same template framework is used through the modules, so there is no unnecessary learning of new layouts as users move from module to module.
Performance Management for People
We also have a simplified version of the Success through People product for businesses that do not need the comprehensive coverage of our flagship system. It’s our Performance Management for People product.
This highly simplified product allows you to focus on just setting performance goals and measuring results. It’s great for the small business that wants access to professional systems typically used in large corporations, but without the complexity.
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