SMART development planning & tracking helps you to identify and develop the talent needed.
The data captured from Performance flows in to 9 Box grids. It helps you to cultivate a talent pipeline with the right people in the right roles to ensure organizational success.
Plan and track Continuous Employee Development using (a) Individual development (b) Succession development, and (c) Performance improvement plan.
Managers SMART Coaching employees is about creating a shared understanding about what needs to be done and how it is to be. Plan & Track coaching effectiveness by tool
SMART IDPs improve organizational strength and achieve today's business goals, while providing visibility and succession planning capabilities to support future growth.
Individual or Team Development Plan (Goal) helps to Reduce organizational risk, Ensure talent continuity. Implemented by HR, Manager and Self/Group.
Optimize career development in your organization, Increase employee engagement using CFR (Conversations, Feedback and Recognition).
Succession Development Plan (Goal) helps to maximize organic growth, Leverage workforce and make more informed decisions.
Individual Performance Improvement Plan (PIP) helps to to improve contributions, business commitments and expected results..
History of PMS and SMART Goals: 1954: Peter Drucker, an Austrian-born American management consultant, educator and author develops MBO (Management By Objectives) practice. 1968: Andy Grove, CEO, Intel develops OKR (Objectives & Key Results) Framework. 1974: John Doerr joins Intel and learns OKR. 1981: Dr. George T. Doran introduces SMART Goals & Objectives. 1999: 
Co-Founder Larry Page gets introduced to OKRs by John Doerr. 2017: Creating OKRs popularized by Measure What Matters book by Doerr (available at 
).
SMART Goals VideoDr. Doran is the father and creator of the the S.M.A.R.T. Acronym used across the field of management and leadership for SMART goals or SMART objectives.
Specific: target a specific area for improvement
Measurable: quantify or at least suggest an indicator or progress
Assignable: specify who will do it
Realistic: state what results can realistically be achieved, given available resrouces
Time-related: specify when the result(s) can be achieved
Dr. George T. Doran's Video Credit: Dr. Kevin D. Gazzara, Faculty Member, University of Phoenix, President & Sr. Partner, © Magna Leadership Solutions, LLC. Arizona, USA. PMS History Ref: 
Wikipedia ©
The establishment of objectives and the development of their respective action plans are the most critical for a company.
Creator of the S.M.A.R.T acronym
Reduce organizational risk: Identify and address current and potential talent gaps to reduce the risk of poor business execution.
Ensure talent continuity: Develop and maintain a continuous supply of internal talent to fill critical roles throughout your organization.
Optimize career development in your organization: Enhance career path development opportunities by innovative mentoring programs linked with business strategies.
Increase employee engagement: Empower employees to reach their full potential, advance their careers, and accelerate their learning with targeted development plans.
The closer we get to the SMART criteria as a guideline, the smarter our objectives will be!
Creator of the S.M.A.R.T acronym
Maximize organic growth: create & track strategic succession planning processes that reach deep into the organization, align with business needs, and drive better business outcomes.
Leverage workforce: Analyze your organization's talent supply and talent demand so that you can make more informed decisions.
Assign the performance improvement plans to improve their contributions, business commitments and expected results.
With Add-on modules, you can achieve the multiple level of automation and data visibility as per your organization need and budget. Thereby at one integrated system you can have a convenient option of a comprehensive Performance Management System with scalable features on demand basis. With logical sequence of each of the features data, it is even more clear for Managers/HR to drive actions holistically without missing links.
→ 9 Box Grid → → SMART IDPs → → 360° Feedback →
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Whether you are planning OKR / Performance Management System for the first time, or moving to an automated PMS, or migrating from traditional PMS to OKR, we help you to find a best match making by your process to our product fit.
Our domain experts can invest their time remotely and leverage their 300+ implementation expertise for you. Thus co-creating the PoC can help, how your present & target processes can be achieved digitally (i.e. keep/drop/change).
After digital demo and PoC process we help you with plans to choose. Our subscription options with range of products, we offer you free built-in templates, digital product tour, help/tutorials, user manuals, multiple support framework and user training.
Our Software integrates with popular business applications, authentication providers and HRIS. Bridge the disconnect between strategic, operational and performance management systems.
Our strength is focussed talent management software implementation experience, deeper understanding of performance management domain and proven product to market fit, leading a short and successful implementation.
In house principal OKR coach, qualified consultant and MNC experienced professionals (>60 Yrs.) to provide a complete end to end "full OKR implemenation" services, including training to your internal OKR Champions with knowledge transition.
Comes with our backend remote support infrastructure, expertise for a systematic go-live.
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