Why Pi (π)? As you will be aware, Pi (π) is the number (3.14.....) which is used to calculate the circumference of any circle by multiplying it with the diameter of the circle. Pi (π) is infinite. The number of decimals that have been calculated in mathematical equations runs into the trillions. The Subscribe-HR Performance Management Software solution allows you to set-up an infinite number of review types and assign them automatically to both Jobs and People. Build your own reviews with the detail that you require and then deploy these into your organisation and use them in conjunction with real-time recognition. Let Pi (π) calculate your formulae automatically based on collating all the end point results and then using your formulae, arriving at an automatic Pi (π) score for each employee. You can then use this end score to reward and recognise performance.
The Pi (π) Performance Management Software Solution has been designed to integrate the best of traditional Performance Management with organisation wide crowd sourced, real-time performance review feedback. This enables you to harness the power of social recognition to transform employee performance and enhance your organisational culture.
The Pi (π) solution allows your organisation to manage your people in a democratic, egalitarian and transparent manner by incorporating Development Plans, Action Plans (Organise, Supervise and Deputise) and real-time feedback. 360 Degree feedback is also available through the Pi (π) (SHaRe) solution, whereby you can 'Canvas' your employees through tailored questionnaires that can be set-up based on individual or group based performance management, or learning and development feedback.
All employee Action and Development Plans and performance feedback can be linked to things like values, skills, behaviours and then measured using the Pi (π) customisable rating scale. Final scores can be calculated based on data relating to employee performance in the context of individual and group feedback, achievement of development goals and real-time recognition.
Create unique Performance Workflow so you can define steps in each type of review. Then allocate to recipients. E.g. Define, Review, Survey. Set-up timing to each Performance Workflow Type and step. Create check-ins and catch-ups. Record and Report on scores.
