Competency matrix, performance reviews, MBO objectives, individual development plans, succession planning, and gap analysis — designed for manufacturing SMEs that need to track skills, close gaps, and develop their people without the complexity of enterprise HCM.
Define your competency catalogue across six categories: Technical, Soft, Leadership, Domain, Language, Digital. Assess every employee on a 5-level scale (Beginner → Master). The gap analysis engine calculates target vs current for every competency, highlights critical gaps, and feeds directly into development plans and training enrollments.
Run your annual and mid-year reviews through a structured 5-step workflow: self-assessment, manager review, calibration meeting, final rating, and archival. Five-level rating scale from Unsatisfactory to Exceptional. Track strengths, areas for improvement, and link reviews to objectives and development plans.
Set SMART objectives per employee per review cycle. Weight each objective (total = 100%), set priority levels (Critical, High, Medium, Low), track completion percentage, and monitor status. Link objectives to the performance review for integrated year-end assessment.
Create Individual Development Plans (IDPs) linked to competency gaps. The training catalogue offers classroom, online, on-the-job, coaching, mentoring, and certification programs — each mapped to a competency. Track enrollments, completion, scores, and feedback. Budget visibility per training investment.
Identify critical roles, map current holders, nominate successors, and assess readiness on a 5-level scale: Ready Now, Ready in 1 Year, Ready in 2 Years, Development needed, Not Ready. Each succession entry links to the successor's development plan and competency gaps, creating a clear path from current state to readiness.
No forms, no sales funnel. Just a conversation about what AERA can do for your talent management.