Centranum HRadvance is a web-based talent and performance management tool that integrates various HR processes. It promotes engagement and development through transparent performance evaluation, competency tracking, and individual development planning. The tool provides managers with 360-degree feedback and analytics to identify top performers, training needs, and potential successors.

1. Centranum  HRadvance Web based tools for integrated Talent & Performance Management

3. Integrates all aspects of people management

5. Centranum makes the difference A top performer can be 4 times more productive than a poor performer. good average performer twice as productive as low average Leadership and engagement are the keys Build Organisational Effectiveness Retain top staff Leadership Capability Engagement Performance

6. web delivered tools Well validated model of work performance

7. Define and communicate expectations

8. Job Specific Capability Profile Values & Competency Profile Key Result Areas (Objectives) Clear Expectations #1 key to productivity On demand viewing for staff Individual Job Description

9. Maintain Quality Job Descriptions Outcome based Job Description Job Performance Information Analyse and specify job role specific capabilities Capability Profile Accountabilities Tasks Capabilities Eg. Qualifications Training Experience Competencies HR processes System Libraries

10. Results tracking Align Goals – to corporate priorities transparent process, results tracking Balanced scorecard Organisational Objectives Staff Acceptance Manager Approval Manager Draft Objectives Staff Draft Objectives

11. Develop Capability Configurable capability and competency frameworks Capability Competency Knowledge Skill Attitudes/Motivation Education Experience Training Professional Affiliations Personal Attributes Abilities

12. Capability Profile (requirements) Personal Portfolio (actual) Configurable Capability Libraries Eg: Education Training Experience Individual Capability Data Capability Requirements for JD Profile Matching – Training Needs Analysis Capability Framework

13. Competency Framework Competency Library and Competency Profiles . Maintain Library . Create profiles, training checklists, career maps Manage assessments - training needs analysis Competency Profile Training checklist Map to profiles Competencies & standards: Values, Core, Technical, Leadership System Libraries HR Processes Individual Competency Data

14. Track progress and give regular feedback

16. Performance Tracking 365 day coaching and day to day feedback – “ keep, start, stop” Journal Expectation specific entries Coaching notes, guidance Track progress against targets, Note achievements, difficulties, Highlight performance issues Journal Records Email Reminders Available on Performance Appraisal screens Progress Data Job Requirement Key Result Area Competency Requirement

17. Identify training needs, plan and track development

19. Meet Staff Member Agree final comments Staff Member Final Comment, agreement Competency/Performance Review HRadvance v 7 Optional moderation Review Document Staff Prepare - Rate & Comment Manager Overview & evaluation Close Meeting Senior Manager Final Sign-off

20. Individual Development plans Learning Strategies & Resources Learning Management Progress tracking Resource use tracking Training effectiveness evaluation Learning & Development

21. Manage Training Training Course information Bookings Development resource library Individual Development plans Personal Portfolio

22. Capability Development Resource Library Manager Approval Progress Notes Completion Effectiveness Development Plan Capability Library Development Plan

23. Configure and develop an organisation specific resource library

24. Plan, approve and track development plans Track resource use

25. Plan for the future

27. Organizational job roles/career paths Staff register career interest Managers identify potential successors and readiness DIVISION

28. Talent identification Identify high potentials for talent pool or succession Identify risks. Configurable matrices

29. Succession Planning & Talent Management Senior management and HR Identify critical job roles CAREER PLANNING Develop talent pools Include high potentials Develop competencies Plan & track development Identify potential job role successors Capability matching TALENT IDENTIFICATION Gap analysis Competency & capability gaps Development needs

32. Graphical Information map expectations, performance & capability across the organisation Maps expectations, performance and capability across the organisation

33. Administrator Overview in depth analysis & trends System Management User Management Alert Management Library Management Monitor User Log in Issues

34. Centranum  HRadvance Web based tools for integrated Talent & Performance Management Smart tools Unmatched functionality