Development

Using an online development cycle, individual and team development can be stimulated and facilitated. By using an objective dialogue cycle based on scientifically supported questionnaires, development and growth can be worked on in a concrete and targeted manner.

The Online Development Cycle possibilities within hrmforce

There are 5 variations of an online development cycle available. Hrmforce supports the selection and implementation of these workflows. The organization's job profile is the basis for the configuration. If not all functions have been profiled, hrmforce can support the creation of function profiles including result areas and relevant competences. After the employee data has been uploaded or synchronized via API, employees and managers can independently start working with one or more of the 5 different interview cycles.

1. Bila

The daily action list which is usually kept via mail, Onenote or notepad. Refers to concrete work agreements that are agreed upon during a bilateral consultation. Bilateral consultation can take place between manager and employee, but also between 2 colleagues. In addition to general notes, for each appointment it is recorded Who, What and When will carry it out.

2. Bila+

A basic online development cycle aimed at operational employees. Employees and managers can initiate discussions and provide input based on predefined themes such as Work, Learning & Development, Health & Fitness, Cooperation & Leadership and Family & Social contacts. Based on the input, a concrete action list can be determined. History is kept and progress is documented.

3. Agile Development Cycle

An agile and online development cycle for operational and office staff. Depending on the need, a conversation can be scheduled. For the trainee perhaps every 2 weeks, for the senior employee with 10 years experience perhaps 1x per (one and a half) year. Components of the Development Conversation are: Education & Training, Documents, Job profile (hard & soft skills), 360 feedback, Development plan (per competence and per result area), Score and possibility to inform each other.

4. Annual interview

An online development cycle in which an annual interview is used to evaluate and make development agreements. In addition to the above-mentioned components of the development conversation, the vitality of employees is also measured. The result agreements and competencies are assessed separately. In addition, one development plan is made. Each annual interview can be digitally signed by employee and manager.

5. Annual cycle

The classic cycle consisting of a planning, performance and assessment interview. All components of the four cycles mentioned above return in the annual cycle. These are supplemented with additional open questions per phase for both the employee and manager. This means that the entire traditional cycle is covered online. This makes the Annual Cycle a very comprehensive and complete form of evaluation and development.

Modernize the Conversation Cycle of your company or organization

If you would like to know more about the different development cycles, please contact us, without obligation, using the form below. We will then extensively explore and research the various possibilities, to determine which cycle best suits your organization. Of course, we also think along about a possible implementation. Creating or importing job profiles with result areas and competencies as well as support through e-learning or live training are also among the possibilities. We ensure that with the help of an optimal implementation, the chance of adaptation within the organization and thus return is maximized.

Organizations that preceded you

Request a hrmforce Development demo

Do you have any questions or want more information about this hrmforce solution? Then please contact us using the form below. One of our advisors will then contact you without obligation.