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StrategyLink:

Our Employee Relationship Management (ERM) solution generates results in an organization by optimizing employee relationships within the organization. This is done through the implementation of a "High-Performance Management" system integrating those key variables that impact a worker’s performance in the following ways:

1. Competency Management (causes)
2. Employee Satisfaction (environment)
3. Balanced Scorecard (results)

Modular Systems:

Strategy Link is comprised of a set of interactive modules that share information with each other, thereby reducing redundant data. The application consists of eight modules, each geared towards providing the information needed to make accurate personnel decisions.

Competencies:
In this module, basic parameters for the entire system are defined.  These include users, employees, and the organizational chart. Competency catalogs for both technical and key competencies are also stored in this module.

Performance Management:
This module stores the Balanced Scorecard information and the strategic alignment of the organization. It also allows the organization to link its Key Performance Indicators (KPIs) with each employee.  Employee compensation can then be directly tied to an individual’s accomplishment of his or her goals and objectives, and to the individual’s mastery of assigned competencies.

360 Assessments:
After defining competency profiles for each position, this module allows an organization to record each individual's mastery of assigned key (core) competencies through the use of 360° evaluations. These results can then be compared to company standards in order to recognize training gaps as well as high performers in each area of the organization.

Technical Assessments:
Much like the 360 Degree Assessment module, the Technical Assessments module enables an organization to determine high performers and training gaps for technical competencies. Assessments of the mastery of a technical competency can be performed once internal technical experts for each competency are assigned as evaluators.

Recruiting:
In order to apply the competency concept to all aspects of an organization, the recruiting process must also be incorporated. This module allows users to create internal and/or external requisitions based on the competency profiles for each position as well as traditional variables such as education and experience. In addition, the process of indoctrinating new hires can include competency training based on gaps identified through this module during the recruiting process.

Training:
Each competency can be assigned a training syllabus encompassing all requisite behaviors and skills.  The courses entered into this module are associated to a particular competency and assigned to employees based on the gaps identified by other modules. Employees’ supervisors may then validate each completed course with specific examples, comments, and recommendations in order to ensure the appropriate knowledge has been acquired.

Career Planning:
Management through competencies allows an organization to trace specific career paths for those employees who go beyond what is required from them and exhibit behaviors and skills that can be more beneficial in other positions. This in fact allows employees to cause a greater impact within an organization and encourages them to plan their futures with the company. This module identifies those opportunities and schedules training for those individuals that are ready to assume greater responsibilities.

Employee Satisfaction:
An organization can identify its strengths and weaknesses, as perceived by the employees, through the use of this module. Those areas that are causing discord with personnel can be identified and corrected in order to improve morale and positively impact employee performance.

CustomerLink:

Customer satisfaction must be one of an organization's priorities. With that in mind, Strategy Link Solutions designed a system that gathers real-time customer feedback.

Customer Link is the tool through which companies can measure the clients' satisfaction in different areas of the organization by placing the application in customer interaction locations (retail stores, service centers, internet or e-mail, etc.) and allowing the client to provide feedback. Results are recorded real-time and compared with previously established desired levels. The immediacy of this process allows an organization to maximize the value it adds to its customers, recognize and react quicker to new market trends set by the customer, and identify key segments within the customers.

All of this is accomplished through three basic integrated modules.

Questionnaire Design:
This module allows an organization to create and select the method by which it intends to measure its customer's satisfaction levels.

Statistical Processing:
This module houses all information gathered from the different collection points and generates statistical results, trends, and pareto analyses. It also prioritizes areas of concern according to their impact on the customer.

Action Plans:
Corrective and preventive action plans can be designed, implemented, updated, and monitored with this module. This is the final step in the process towards guaranteeing desirable customer satisfaction levels and causing direct positive impact within an organization.

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