Hoorah Pitch Deck
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Hoorah! is a Singapore based talent analytics company that sets out to use data to help management make more informed decisions during performance appraisals and calibration meetings. Find out more at https://www.hoorah.io/ Reach out to us at happy.hailey@hoorah.io
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EVER FOUND YOURSELF
IN A SIMILAR POSITION?
Adams, S. (1997). Annual Performance Review [comic strip]. Retrieved from http://dilbert.com/strip/1997-01-17](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
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Hoorah Pitch Deck
- 1. 1 H R A H
- 2. 2 EVER FOUND YOURSELF IN A SIMILAR POSITION? Adams, S. (1997). Annual Performance Review [comic strip]. Retrieved from http://dilbert.com/strip/1997-01-17
- 3. 3 FAMILIAR WITH THESE CHALLENGES? Keeping staff engaged today, especially millennials. S TA F F E N G A G E M E N T More frequent reviews are no longer a desire, it is a need. But cannot cope with the overheads. I N T E R I M R E V I E W S Limited insights and on-the-ground visibility of staff interactions and performance. L I M I T E D V I S I B L I T Y Build a collaborative, high performing team. T E A M W O R K
- 4. 4 Everyone’s voices should be heard regardless of pay grade E V E R Y O N E M AT T E R S Know where your strengths and weaknesses lie so you know what can be improved F E E D B A C K I S C R U C I A L Constructive feedback is given because you care, and want to help each other be better G I V I N G I S C A R I N G Data can make performance reviews much more effective M A K E D ATA W O R K WE BELIEVE
- 6. 6 1. VALUES O U R S O L U T I O N Full autonomy on values because Hoorah complements, not overshadow. CUSTOMIZABLE VALUES ENFORCES COMPANY BRANDING MULTIPLE TAGGINGCLASSIFICATION
- 7. 7 SIMPLE INTERNAL & EXTERNAL RECOGNITION & CONSTRUCTIVE ANONYMITY 2. CAPTURE O U R S O L U T I O N Capture bite-sized feedback to provide a holistic view of your most valuable asset. Your people.
- 8. 8 3. DIGEST O U R S O L U T I O N Using analytics to help you digest all the data collected and make sense of it easily. O V E R A L L S TAT I S T I C S A E R I A L V I E W N AT U R A L L A N G U A G E P R O C E S S I N G N E T W O R K A N A LY S I S
- 9. 9 4. REMIND O U R S O L U T I O N Making sure that development and coaching does not drop off the radar U P D AT E O N M E N T E E S S T R A I G H T T O Y O U R I N B O X F E E D B A C K R E C E I V E D D E TA I L S I N D A S H B O A R D
- 10. 10 82% Adoption PILOT IN A PROFESSIONAL SERVICES DEPT L a u n c h e d 2 m o n t h s a g o Feedback given M o r e t h a n 1 0 0 0 Comments contain objective and specific feedback Q u a l i t y c o m m e n t s
- 11. 11 "We would not hav e been able to do our inter im r eviews without Hoor ah! . I’v e gained insights into s taff that I don’t normally k now about, and c an ac t on them to s hape behav iours . We c an now ev en measur e soft KPIs s uc h as coaching and other people s k ills . ” — Partner, Profes s ional Serv ic es Firm
- 12. 12 ”Hoorah is a good initiativ e as pers onnel will be able to rec eiv e feedbac k from people whom we s eldom interac t with. It feels great when we do get apprec iated for the little things .” — As s oc iate, Profes s ional Serv ic es Firm
- 13. 13 HOORAH V2 W H A T ” S C O M I N G ! S E E W H AT H O O R A H S Y O U R C O - W O R K E R S G I V E A N D R E C E I V E L E AV E C O M M E N T S O N F E E D B A C K H A S H TA G G I N G P E O P L E # S a l e s # D a t a S c i e n c e # N L P P E R M A L I N K T O R E C E I V E F E E D B A C K F R O M A N Y O N E R E Q U E S T F O R F E E D B A C K O R G A N I Z AT I O N S P E C I F I C VA L U E S
- 14. 14 H R A H CONTACT US elisa.ang@hoorah.io
Notes de l'éditeur
- This is what Bersin by Deloitte thinks the new world of performance management will be. Most companies have the main blocks, but what is missing today is a real time feedback system. A safe, easy and continuous feedback channel. This is where Hoorah comes in to fill the gap. The new world of performance management is now built on “always feedback.” This shifts the whole focus on software tools away from forms and year- end discussions toward continuous bite sized feedback. The end-of-year discussion is not going away nor is the need to set compensation each year. But now, rather than link the whole process to a simple “rating,” the process is more data-driven. It is now driven by a year of feedback and a year of discussions, and of course potential and career goals in the process. The core change is moving away from the annual, manager-driven process toward one that is continuous, developmental, open, and team-centric.