Can business decisions be left to intuition?
Theoretically, yes, but it is better to make them based on data – both on employee raises and promotions, as well as on the budget with management.
How can this be done?
Comprehensive Development Assessment (KOR), i.e., goal and bonus accounting, can help you with this.
What is a Comprehensive Employee Development Assessment and how does it work?
Comprehensive Development Assessment is an advanced solution that combines competency assessment with the direction and values of the company. It effectively supports HR departments in evaluation and talent management. It provides a basis for making key personnel decisions. It will allow you to set goals, map employee competencies, and strategically plan future activities.
It does this by focusing on three areas.
Number 1: employee
You will conduct employee evaluations using a model of your choice, map skills, and examine the potential and performance of teams. This will allow you to make more informed decisions about how to allocate the resources represented by the competencies of individual employees.
KOR will make this much easier for you. In addition to the tool itself, you will receive a database containing 30 competencies and 100 behaviors. Based on this, you can create an unlimited number of personalized questionnaires or prepare your own. This will allow you to effectively inventory skills and identify which of the actions taken so far were in line with business goals and which need to be corrected. And employees will have a clear picture of how bonuses are calculated.
Number 2: Business objectives
In the area of business objectives, Comprehensive Development Assessment (KOR) allows for the precise setting of business and development objectives, the establishment of specific measures for their implementation, and their planning on a timeline. This makes the entire process understandable and transparent, which significantly increases employee efficiency.
To ensure that these goals are effective, KOR supports their definition based on the principles of the Management by Objectives (MBO) system. This approach engages employees at all levels in the pursuit of the company’s strategic goals.
The objectives set within the framework of KOR, enriched with the MBO methodology, should meet the SMART criteria, i.e. they should be:
- Specific (concrete);
- Measurable (have clearly defined metrics);
- Achievable (challenging but possible to achieve with the right resources, skills, and tools);
- Realistic;
- Time-bound.
Key aspects of goal management in KOR, taking into account MBO, include:
- Hierarchy of goals: The company’s strategic goals are overarching and cascaded, and based on them, individual departments and employees define their Key Performance Indicators (KPIs). Examples of KPIs may include financial (e.g., revenue), time-related (e.g., project completion on time), social (e.g., employee evaluation results, customer feedback), and innovative (e.g., launch of a new project) outcomes.
- Clarity and participation: Managers and employees know exactly what their role is and what results are expected of them. The KOR system, supported by MBO, allows employees to participate in setting their own goals, which has a positive impact on teamwork and a sense of responsibility.
- Transparency and motivation: Thanks to clearly defined goals and their metrics, employees become more motivated and engaged because they see the direct impact of their efforts on the achievement of the organization’s goals. KOR ensures that financial rewards are linked to specific results, and goals are verified on the basis of clearly defined metrics, eliminating subjectivity in the bonus process.
- Support and flexibility: In the MBO system, management plays an advisory role, giving employees the freedom to choose how to accomplish their tasks (in accordance with company procedures and ethics), which promotes creativity and responsibility. KOR allows for flexible bonus accounting based on its own rules, weights, and principles.
By integrating management by objectives with Comprehensive Development Assessment, HR departments gain a powerful tool that provides a strong, measurable basis for making accurate personnel and business decisions. Instead of relying on intuition, decisions about raises, promotions, or budgets are based on documented achievements and clearly defined goals, which translates into more efficient achievement of business objectives and improvement of the organization’s culture.
Number 3: report result at the end of the assessment period
By configuring the tool in line with your business objectives, you will receive a result at the end of your chosen evaluation period. It will include information on whether and how much bonus should be awarded to a given employee, along with justification.
The HR department is then left with the question of how to settle the bonuses for the employee.
Comprehensive development assessment – map your competencies
Use our catalog of 40 questions to assess the potential and performance of your employees. Map them on a 9-field matrix – more about the module on the subpage. 9 Box Grid.
Why is it worth implementing a development assessment system in a company?
The implementation of Comprehensive Development Assessment will enable companies to:
- maintain objectivity during the employee assessment process,
- improve communication between supervisors and employees,
- precisely identify areas for development,
- manage talent and plan succession,
- introduce a transparent bonus system.
All of the above issues translate into more efficient achievement of business goals. HR departments will have a strong, measurable basis for discussions with management, enabling them to become its strategic support. Increased transparency will contribute to improved communication and organizational culture.
How to conduct an employee development assessment?
No more frustrating and confusing actions. The employee development assessment process using KOR is simple and intuitive. The individual stages are:
- Configuration of assessment questionnaires.
- Employee self-assessment.
- Assessment by supervisors and colleagues (optional).
- Analysis of results and generation of reports.
- Feedback and planning of development activities.
That’s it. This allows the HR department to focus on strategic, data-driven activities.
Tools for assessing employee development in the KOR system
In cooperation with experts and our clients who use KOR on a daily basis, we have selected a range of tools that support comprehensive development assessment. These include:
personalized competency questionnaires,
a module for defining business and development goals,
a 360-degree assessment system,
a 9 Box Grid matrix,
an automatic bonus calculator.
At HRcode, we are able to design and implement solutions that meet the unique needs of each client.
Settling employee bonuses – how does KOR support transparency in the evaluation process?
Bonus settlement can be a source of conflict within an organization, as it is a process that (unfortunately) can be subjective. This is usually due to unclear bonus settlement rules, lack of access to detailed reports, and discretionary decision-making. The result? A decline in employee motivation and tensions between teams and management.
The implementation of Comprehensive Development Assessment (KOR) eliminates these problems by introducing full transparency and fair bonus rules.
Under the KOR system, financial rewards are linked to specific results, and employee goals are verified on the basis of clearly defined metrics. As a result, cash bonuses are calculated on the basis of real (and, equally importantly, documented) achievements, rather than someone’s subjective opinion.
Thanks to the implementation of KOR:
- the settlement of employee goals is carried out in a systematic and measurable manner,
- the summary of employee goals provides detailed information on the degree of achievement of business objectives,
- managers can make decisions about employee bonus payments based on specific data rather than intuition,
- the employee goal achievement report allows for a transparent presentation of results to all interested parties.
What is more, bonus calculation is standardized across the entire organization. Employees know exactly what results they need to achieve in order to receive a bonus. In this way, the system eliminates situations where bonuses are calculated arbitrarily or without justification.
Thanks to the use of KOR, the HR department’s tools now include a system for settling employee goals, which facilitates the administration of the bonus process and provides valuable information on the effectiveness of the business strategy. With reports on the achievement of employee goals at its disposal, the organization can better plan future activities, optimize the remuneration system, and ensure fair treatment of all employees.
Settle bonuses based on your own rules, weights, and principles. Settle company, team, and individual goals.
Employee professional development assessment – is it worth it?
Our employee development assessment method is based on a holistic approach that takes into account the company’s current performance and the potential and professional aspirations of the employee. This makes it possible to create personalized career paths and development programs.
Regular assessment of employees’ professional development is the foundation for building a strong and competitive organization. KOR provides tools that enable:
effective talent identification,
strategic succession planning,
optimization of investments in employee development,
increased engagement and retention of key specialists.
Thanks to KOR, you will gain a comprehensive picture that allows you to make the right personnel and business decisions. Intuition is just a hunch. Data is a strong argument.
Calculate the bonus rate for further calculations or the target bonus
Implementing KOR in your organization – it’s easy!
Our team will effectively guide your organization through the implementation process, offering support at every stage. Thanks to the system’s customization options, we can tailor it to your company’s specific requirements and integrate it with existing solutions used by HR departments.
We will train HR specialists in the new solution and offer comprehensive technical support during the use of the tool.
A comprehensive employee development assessment is the first step towards change. Are you interested? Contact us to schedule a presentation and see how KOR will support employee task management in your organization.
Fill out the form and get a free demo!
Frequently Asked Questions (FAQ)
Comprehensive Development Assessment (KOR) is an advanced solution that combines competency assessment with the direction and values espoused by the company. It effectively supports HR departments in evaluating and managing talent, providing a basis for making key personnel decisions. It allows you to set goals, map employee competencies, and strategically plan future activities.
Business decisions, such as those concerning pay raises, employee promotions, or the budget with management, are better made based on data rather than intuition. KOR provides a strong, measurable basis for discussions with management, making HR departments a strategic support, and also allows for accurate personnel and business decisions to be made. Intuition is just a hunch, while data is a strong argument.
KOR focuses on three key areas:
- Employee: It enables employee assessment in a selected model, skill mapping, and examination of team potential and performance. This allows for more informed management of competency resources. KOR provides a database of 30 competencies and 100 behaviors, which can be used to create personalized questionnaires.
- Business objectives: Allows you to set business and development goals, establish their metrics, and arrange them on a timeline. This makes the process understandable and transparent, and employees become more effective.
- Report result at the end of the assessment period: After configuring the tool in accordance with business goals, at the end of the selected assessment period, a result is obtained which contains information on whether and how much bonus should be awarded to a given employee, together with justification.
KOR significantly facilitates employee assessment by allowing you to map skills and examine the potential and performance of teams. It enables precise identification of areas for development, talent management, and succession planning. You can use a catalog of 40 questions to assess the potential and performance of employees and map them on a 9 box grid.
The implementation of Comprehensive Development Assessment (CDA) eliminates problems related to subjective bonus calculations, introducing full transparency and fair bonus rules. Under the CDA system, financial rewards are linked to specific results, and employee goals are verified on the basis of clearly defined metrics. As a result, cash bonuses are calculated on the basis of real and documented achievements, rather than subjective opinions. What is more, bonus calculations are standardized across the entire organization.
Implementing KOR in a company translates into more efficient achievement of business goals and offers many benefits, such as:
- Maintaining objectivity in the employee evaluation process.
- Improving communication between supervisors and employees.
- Precise identification of areas for development.
- Talent management and succession planning.
- Introduction of a transparent bonus system.
- HR departments gain a strong, measurable basis for discussions with management, becoming its strategic support.
- Improved communication and organizational culture thanks to increased transparency.
- Optimization of investments in employee development.
- Increased engagement and retention of key specialists.
The employee development assessment process using KOR is simple and intuitive. The individual stages are:
- Configuration of assessment questionnaires.
- Employee self-assessment.
- Assessment by supervisors and colleagues (optional).
- Analysis of results and generation of reports.
- Feedback and planning of development activities. This allows the HR department to focus on strategic, data-driven activities.
In cooperation with experts and customers who use KOR on a daily basis, a number of tools have been selected to support comprehensive development assessment, including:
- Personalized competency questionnaires.
- A module for defining business and development goals.
- A 360-degree assessment system.
- 9 Box Grid matrix.
- Automatic bonus calculator. HRcode is able to design and implement a solution that meets the unique needs of each client.
Yes, KOR allows you to calculate bonuses based on your own rules, weights, and principles. It allows you to calculate company, team, and individual goals. In addition, the system allows you to calculate the bonus index for further calculations or the target bonus.
The HRcode team will effectively guide your organization through the implementation process, offering support at every stage. Thanks to the system’s customization options, HRcode can tailor it to your company’s specific requirements and integrate it with existing HR solutions. Comprehensive technical support is also offered during the use of the tool. The HRcode platform provides a tailor-made solution, integration, security, 24/7 availability, and adaptation for display on mobile devices.
Benefits of implementing the HRcode platform
We combine HR requirements with innovative solutions. We tailor the platform to your requirements.
HRcode provides users with 24/7 access, and its appearance adapts to display on mobile devices.
We provide space for dialogue to ensure that the product precisely meets your expectations and development goals.
Check out our case studies
Adam Mickiewicz University – employee evaluation
Adam Mickiewicz University in Poznań currently uses three key HRcode tools that support the development of its employees.
Why choose HRcode?
A trusted partner for large companies
HRcode is a brand trusted by the largest companies in Poland. We build long-term relationships with our partners, which allows us to enjoy mutual trust when implementing joint projects.
„HRcode is very open to listening to our needs”
“We feel satisfied because people want to use it, and if that’s the case, it means they see the benefits for themselves. The second source of satisfaction is the awareness that we are actually changing this university.”
Klaudia Łęcka
HR Specialist at Adam Mickiewicz University in Poznań
“Full respect to you. Everything is always on time.”
“This is the most important element that we cared about – having a partner, not just a contractor. We immediately hit it off with Mr. Mariusz [Andreasik].”
Grzegorz T. Dokurno
President of the Management Board at AEDMAX.PL
“I am really very pleased.”
“I am really very satisfied. The implementation of HRcode Visits went very quickly – it ‘clicked’ very quickly. Today, it is practically the standard – it’s hard to imagine how it was before.”
Weronika Zdanowicz
Human Resources Manager at Bunge
