Why iStratgo for Financial Services?
iStratgo understands that the concept of performance management must be aligned with the respective financial business models. Strategy implementation can only succeed if both strategy and performance management are interlaced with one another. The regulatory demands upon banks, insurance companies and financial services providers are greater than ever before. Simultaneously, the pressure to be efficient is rising, while remaining competitive and staying abreast with latest technological advancements requires a fundamental rethinking and constant monitoring of the business models of the entire finance industry. iStratgo software makes this achievable using some of the latest technologies. Implementation of iStratgo software has strategic relevance for the future of financial services institutions, this means their performance management concept can be efficiently monitored and improved at the click of a button.
iStratgo’s setup goes over and above to ensure that everything can be setup and managed at the click of your fingers. Everything can be set up from your Org units, Jobs, Projects, Appraisal dates, Key focus areas, Strategic objectives and Performance measures. Access to Customisable Score rating.
A performance appraisal is a process that assesses employees job performance and productivity in relation to certain pre-defined measures and organizational objectives. Other aspects of employees’ performance are considered as well, such as developments and those areas in need of development. With iStratgo performance appraisal the employee takes control of their performance destiny by initiating the performance appraisal process.
360 Degree Feedback review
A 360 review is a professional feedback opportunity that enables a group of co-workers and managers to provide feedback on an employee’s performance. 360⁰ Feedback module on iStratgo is a functionality which enables employees to receive confidential, anonymous feedback from the people who work around them. This typically includes the employee’s manager, peers, direct reports and external stakeholders such as customers.
Performance management is created and designed to promote and improve employee effectiveness and the overall development of the organisation. Described as a continuous process, whereby general employees and managers or persons of authority work together to track, monitor and manage an employee’s work objectives or goals and his or her overall contribution to the organization in terms of performance.