Our Unique Approach

Section 1: 

Capture of biographical and administrative data. 

 

(Employee’s name and the date the form was actioned or completed.)

Traditional

Weakness: 

Completely manually when either using a pen on a paper form or keying in the details for a e-paper (on-line) form.

Neos HR approach

Solution: 

Start with an appropriate data base containing all the biographical data.  Now when you open the e-paperless form (user interface), this section will prepopulate

Section 2: 

Assessment using criteria and a rating scale. 

 

(Such as “quality of work” assessed against a scale from (say) “unacceptable” to “exceeds expectations”.)

Traditional

Weakness: 

The rating scale used for the assessment is highly subjective, with individual managers rating the same criterion differently

Neos HR approach

Solution: 

Replace the assessment rating scale with behavioural anchored rating statements.   This approach of simply selecting from pre-determined behavioural descriptors dramatically increases the consistency of the assessment

Section 3: 

The recommendation. 

 

(Sometimes this step is contained in a separate report)

Traditional

Neos HR approach

Weakness: 

Is independent, and often inconsistent with the assessment.  For example, a manager may rate an employee “satisfactory” for three out of five criterion and then recommend an overall rating of “less than average”.

Solution: 

Develop an algorithm to automatically create the recommendation.  For example, perhaps you set a minimum of four-out-of-five “satisfactory” assessments before the overall recommendation is deemed “satisfactory”.

Section 4: 

The decision. 

Traditional

Neos HR approach

Weakness: 

Often requires multiple signatures, requiring the paper form to physically move from person to person.

Solution: 

Allow all decision makers access to the data base so they can electronically review the assessment and recommendation, then make a decision by clicking a hyperlink-button.

Outcomes

Traditional

Neos HR approach

Weaknesses

  • Poor employee experience

  • Separate forms for each HR process

  • Stand alone/o integration to HRMIS

  • Heavy managerial workload

  • Manual records

  • Inconsistent assessment

  • Poor employee feedback

  • Time delays in approvals

  • No big data analysis 

Solution: 

  • Excellent employee experience

  • Same user interface for all HR processes

  • Full integration and Point of truth via CSV or API

  • Minimal management workload

  • Electronic records

  • Meaningful and defendable assessment

  • Meaningful employee feedback

  • No time delays in approvals

  • Bid data analysis readily available