PRODUCT INTRODUCTION

TalentOn-Talent Management Systems for China and the World

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Empowered by Microsoft xRM

• Feed-based CollaborationFeed-based Collaboration• Goal ManagementGoal Management• Performance ReviewPerformance Review• ProfileProfile• 360 Assessment360 Assessment• Stack RankerStack Ranker• Career DevelopmentCareer Development• Enterprise Talent ReviewEnterprise Talent Review

– Performance vs. PotentialPerformance vs. Potential• Succession ManagementSuccession Management

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Instant feedback merges the HR process into the

activity feed. Eliminating delays in the feedback cycle enables learning.

Personal activity feed provide pulse and

updates from internal groups and communities

Performance and Talent Management processes

are seamlessly integrated with the

collaboration framework.

Entry pageEnterprise activities are binding with feeds.

Tasks and To-Do lists are also integrated and

aligned with company goals.

Goal Management

1 . Microsoft outlook style interface as the HR and administrator interface

2. Easily integrated with Microsoft platforms

3. SaaS model and on premise both ready

Admin create customized

chart for goals

Data can be drilled down for more

details

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Goal Management- Align goals to daily tasks- Cascade goal to team members- Easy task update in Outlook*- Feed for team member’ goal status *

Screenshots: Goal management

Cascade goals to team members

Managers can review team

member’s goals.

Update own goal

Goal Management

Create goals based on the SMART model

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Performance review

Competence divided into skills. For each competence

category, measurements can be easily customized.

Comments are easily input to each skill.

Performance review – HR / Admin interface

Performance review schedules / records.

1 . Admin / HR to use Microsoft xRM interface to manage the performance review processes

Initiate a performance review request and select

relevant candidates.

Admin can easily create customized

reports/charts with xRM

Role-based instant feedback analysis

Easy access from overview to

detailed feedback

Analyze the competencies related to the

feedback

Feedback curve to analyze the employee’s

improvement throughout the

year.

Performance review – summarize report of instant feedback

9* Planned in later release

Profile

Profile information fully compatible with

Microsoft outlook and other applications Comprehensive

information : performance

records, competence etc

Integrated with Linkedin

Easily access the employees position in the organization and network

around

Follow and followed colleagues. SNS in

enterprise can boost the innovation within

the organization.

360 Assessment

1 . Role-based 360 review2 . Evaluator can choose to review a group of employees at the same time

1

2

1

1 . 360 result Overview

4 . Development suggestions customized for that employee

2 . Role-based 360 review analysis for each competency

3 . Criteria of above/below average is based on normal distribution

360 Assessment

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3

4

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Force ranking to get an overview of the

performance of whole team

In many scenarios, employees get average scores. Stack ranker forces managers choose the star in the team.

Stack Ranker

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• Development plan• Career development plan based on

evaluation result and personal plan• Manager, HR and employee work

together to customize the learning plan to systematically improve capability

• Track and update status anytime anywhere

• Gap between capability and position expectation is easily acknowledged and drive employee to continue improving

Career Development

Competency gap in current position

Development goals customized for employee based on competency gap

Possible future positions and

gaps

Personal development goals added by employee

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• Friendly interface: Drag and drop• Comprehensive indicators: performance review, 360 degree feedback etc. * Planned in later release

Talent review matrix: Performance vs. Potential

Potential axis

Performance axis

Identify future leaders: high potential talents

Drag and drop employee to potential-performance boxes

Comprehensive indicators for

Performance and potential

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• Succession plan based on Potential vs. Performance matrix.

• Succession analysis makes the process of changing leaders quick and smooth.

• Subjective evaluation of risk.

• Attractiveness of key positions.

* Planned in later release

Succession management

Succession plan for Key employees to reduce the risk

of losing

Risk and impact of loss

Successor readiness

For more information, contact us via:fang@ethos.com.cnmengjieguo@ethos.com.cn+86 10 62968255