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July 17, 2013

Performance Pro v3.1.3 Feature Update Announcement

Filed under: Performance Pro9:47 am


HRN is pleased to announce an exciting set of feature updates to Performance Pro. This 2nd update of 2013 is scheduled to take place on Friday, July 19th at 8PM EDT. Users should not see any service disruption, however, they may need to log out and log back in to see any changes.

Some of these exciting new feature updates and workflow enhancements include:

  • Automatic Saving will now occur on the Appraisal screens after changes are made to scores and/or comments.
  • Multiple dated comments can be added to each factor and/or goal. Users can determine if they want these comments to display on the Appraisal Views.
  • Goal Action Steps are now viewed/rated on the actual Evaluation screen instead of in a pop-up window.
  • Routing History has been added to the Route tab for Current Appraisals.
  • Administrative Users will now view/edit scores and comments for Multi-Appraisers on a Multi-Appraiser tab instead of through a link to a separate page.
  • Goal Progress can be tracked on individual goals in the Appraisal Process and viewed in the Employee Goal Tools.
  • Administrative Users can Edit Historical Appraisals.
  • The Notes tab will automatically display notes for the past year and users can show or hide notes depending on the date range entered.
  • Routing Notes can be added to a form and/or appraisal to allow users to document changes they have made on the routed item or reason for not approving.
  • Shared Notes can have a notification sent to inform the appraiser and/or employee that a note has been shared with them.
  • Alert prompts have been added if user attempts to undesignate all appraisers or multi-appraisers.
  • Administrative Users can choose to allow employees to view any documents on the employee’s Additional Documents tab in Performance History.
  • Administrative Users can choose to allow appraisers to view Employee scores and comments prior to merging an appraisal.
  • Administrative Users can choose to require users to have at least one Future Goal prior to marking Ready.
  • Administrative Users will have the ability to uncomplete the employee’s last completed appraisal.

As a reminder: New features affecting the appraisal process will need to be turned on by an administrative user. There will be training sessions available for Administrative Users who would like to learn more about these new features. Clients interested in attending a training session may call 1-800-940-7522 to talk to their customer support representative.


June 6, 2013

The Business Driven Goal

Filed under: Performance Pro11:46 am

Recently, I was working with a client whose managers were struggling to create and administer their employees’ goals. With over 2,000 employees, the HR team was finding it a challenge to analyze their data and pinpoint what the major issues were.  We pulled a sampling of objectives and pretty quickly a pattern began to emerge.  Over and over we saw short, vague goals that had little (or nothing) to do with their company.  “Drink more water” and “Read four books this year” were some of my favorites.  Of the goals that were business related, very few of them were business driven – i.e., goals that supported the overall health, direction, and strategy of the organization.

Business driven goals essentially connect top organizational strategies directly to their employees’ performance and pay.
Doing so creates a powerful line-of-sight understanding for staff, fosters a greater understanding of company direction and priorities, and provides senior management with feedback on their businesses progress.   Nobody would argue that these things are important for organizational success. However, most companies have no tools in place to do just that.

Ultimately we found that employees and managers want to be working towards the right thing, but they often don’t know what the right thing is!  The good news—teaching your managers how to work with business driven goals can solve this problem.  Here are some steps HR can take to get their managers and employees to start working more strategically:

  1. Provide an effective tool that broadly communicates company objectives.  Best practice would be to disseminate these in your performance appraisal system but it could be a form that lists and explains all strategies.
  2. Tie employee goals to those objectives.  Throw out non-business driven goals and link all employee goals to a company strategy.
  3. Talk to each employee about how their individual goals move the company towards success.  This fosters employee trust and understanding on how their performance impacts the organization.
  4. Provide reporting and metrics on success of the company objectives based on the performance of employees.  Providing this information to management will help them determine what is working and what needs more attention which will…
  5. Ultimately improve overall organizational performance!

March 20, 2013

Don’t Keep Secrets When You’re in the Same Lifeboat!

Filed under: Performance Pro6:00 am

Just a few weeks ago, we watched with dropped jaws the news of the Carnival cruise ship, Triumph, as it was being towed to safety after a fire occurred in an engine room.  The tow back to shore lasted longer than the cruise itself.  Passengers shared their horror stories with the media about the bathroom facilities not working properly causing a stench onboard, having to spend time on the deck in sweltering heat, the scarcity of food and fresh water, and boredom.  Well, it has happened again, and again, and again!  Just last week three more ships in Carnival’s fleet – Elation, Dream, and now, Legend – have found themselves in less than entertaining, and certainly not name-worthy situations.  Though these three recent incidents were not as colossal as Triumph’s problems, it still comes down to the fact that their passengers were greatly inconvenienced.

According to Carnival announced they would be conducting “a comprehensive review” of all their ships after the crippling Triumph incident.  While this is a positive step in the right direction, they will have to do much more to restore confidence and build loyalty in current and prospective passengers.

What I found interesting was that some passengers said their chief complaint was the lack of communication on the ship.  They reported the captain shared only limited information with them.  This made me think about how important strong communication is within an organization.   Clear, straight-forward communication would have benefited the passengers on the ship the same way it does with the employees of an organization.

Think about how your employees would react if you didn’t share your organizational mission and goals with them.  What if you didn’t have essential conversations with them or give them regular feedback through ?  Most likely they would lack direction, become complacent and unproductive, and finally morale could become intolerable.  Senior management has a responsibility to make sure each employee can see with clarity the big picture.  Only then will each employee be able to appropriately identify the action steps they must take to contribute to the central organizational objective.  By encouraging individual managers and supervisors to promote transparency through good communication in the organization, they will help build employees’ confidence in their ability to lead them in a structured and efficient manner.  Remember, employees of today are potentially your company’s leaders of tomorrow.


January 25, 2013

HR Fact Friday: Performance Reviews 101 – Just Do It!

Filed under: Performance Pro6:00 am

There are at least three reasons performance evaluations are so important.

  1. They are an employee’s report card – how well is he/she doing?
  2. They present an opportunity to praise a good employee and manage a not-so-good one.
  3. Finally, if done right, they can be helpful evidence for an employer in legal disputes with employees or former employees.

The problem we are seeing trend most recently regarding performance reviews . . .

  • Are you evaluating your top managers (e.g. CEO, CFO, CHRO) and your highest compensated employees?

Here are some tips for doing good performance reviews:

  1. Evaluate ALL your employees (including top management)
  2. Be honest and take time to do a good job
  3. Evaluate for the whole period (e.g. one year) – don’t short-time someone
  4. Evaluate only job-related matters
  5. Don’t “soft pedal” or “slam” due to personal feelings of like or dislike
  6. Don’t evaluate when angry.

HRN Performance Solutions are employee performance experts. We offer a range of solutions and services to address improving both organizational and employee performance through proven and effective performance management methodologies. These solutions range from consulting, to forms, to Performance Pro, our online, automated employee performance management system.


January 7, 2013

Performance Pro 3.1.2 Release Goes Live

Filed under: Performance Pro11:18 am

2013 is off to a great start! The Performance Pro 3.1.2 release is now live.

Items included in this release:

  • Granular Goal vs Factor Weights (set by AU)
  • Forced Routing of Forms and/or Appraisals
  • Routing completion notifications for Forms and/or Appraisals
  • The overall Factor/Goal description will be set apart from level descriptions with our standard blue color
  • AU Acceptance of Terms of Service Agreement. Note: All AU’s will need to accept this on first login to PP3.
  • Hiding Overall Weight as an option with Hide Weights
  • Completion Past Due Appraisal Designation

Clients requiring additional information about any of these enhancements can contact HRN client support during our regular business hours to speak to a Performance Pro specialist by calling 1-800-940-7522. We would love to hear from you!


October 11, 2012

News Release: HRN and BambooHR Announce Partnership and

Filed under: HRN News,Performance Pro — Tags: 6:00 am

SALT LAKE CITY, UT (October 11, 2012) —HRN Performance Solutions, a provider of human resource solutions and consulting services and BambooHR, a leading provider of cloud-based human resources software for small and medium sized businesses, jointly announced a new partnership and the release of web services integration between HRN’s Performance Pro employee performance appraisal system and the BambooHR employee management system.

The Performance Pro integration with BambooHR provides HR administrators a seamless, integrated HRIS and performance management database with minimal setup and no additional cost to the client. Relevant employee data including key demographic data, new hires, role change specifics and other data that is modified or added in the BambooHR system will automatically sync to the Performance Pro program, eliminating duplicate entry and removing the pain of managing and maintaining the same data in two separate locations.

By partnering, Performance Pro and BambooHR provide businesses immediate entry into true talent management that is comparable to expensive enterprise talent management offerings used by large businesses. Exceptional client feedback regarding the integration and high client demand for third party integrations proves Performance Pro and BambooHR are leading the pack.

“What’s not to like?” explains Michele Lindsay, Executive Vice President of HRN. “The BambooHR to Performance Pro integration link is free, saves clients’ time and money, is incredibly easy to use, works automatically, and ensures data integrity. Our collective clients are the big winners and we couldn’t be happier for them.”

“We’re excited to give small and medium businesses a competitive advantage by partnering with HRN and the exceptional Performance Pro system.” said Ben Peterson, CEO of BambooHR. “The immediate and long-term benefits are obvious and we always enjoy thrilling clients with solutions that make their business better.”

Performance Pro and BambooHR work seamlessly to give any business powerful HR tools on demand. To learn more about Performance Pro or BambooHR, visit and

About BambooHR

For small and mid-sized companies BambooHR is a leader in cloud-based HRIS applications providing simple and accessible tools for managing employee data. Unlike complicated and expensive enterprise talent management systems BambooHR offers an affordable, easy to use system, optimized for the specific needs of today’s growing companies. Visit BambooHR today at

About HRN Performance Solutions

HRN Performance Solutions provides practical and effective human resources management solutions and consulting services designed to simplify and improve employee development, compensation administration, and regulatory compliance. Performance Pro is a proven and affordable online employee performance management system in use by nearly 900 clients in a wide variety of industries. HRN can be found on the Internet at: .

For more information, press and media only:

Paul A. Hendrycks                                           Brenton Williamson
Vice President, Sales & Marketing               Marketing
HRN Performance Solutions                        BambooHR
(801) 747-1170                                                 (801) 724-6600 x6623


October 5, 2012

HR Fact Friday: Visit HRN at 15th Annual HR Technology Conference & Expo

Filed under: Compease,HRN News,Performance Pro6:00 am

HRN Performance Solutions will be exhibiting at the 15th Annual HR Technology Conference & Expo taking place in Chicago, IL Oct 8-9. Stop by and visit with HRN representatives at booth 1042 and learn what’s new with HRN solutions and services.

So what is new you ask?

  • Well, the 2013 Compease salary data update is shipping this month to all of our Compease clients.
  • And speaking of Compease . . . HRN developers are hard at work and scheduled to complete the Compease online release in late Q1 2013. Once available, Compease will  seamlessly integrate with Performance Pro and allow for convenient and secure online access.
  • Next week HRN will be announcing an exciting technology integration partnership with BambooHR (based in Provo,UT). Stay tuned for more news about this partnership that will allow for seamless online integration of BambooHR HRIS employee data with Performance Pro creating a true integrated talent management solution for small and medium sized businesses at a fraction of the cost of the big enterprise offerings.
  • If that isn’t enough, HRN product managers and developers are hard at work on a new succession planning module that will operate either on it’s own or as part of Performance Pro.
  • And finally, the annual HR Suite update was released in August providing updates and additions to over 20 policies and HR forms.

So as you can see we have a lot to talk about. Stop on by. See you Monday and Tuesday in the Windy City. If you are not able to attend and would like more information about any of HRN’s solutions and services don’t hesitate to contact HRN directly at (800) 940-7522.


March 8, 2012

Listen to Your Mother

Last week, we spent several hours locked in a room together talking about performance management.  Dull?  Hardly.  Waste of time?  Only if the great ideas are not acted upon.  Bottom line?  The tenets of performance management really are the fundamental drivers of an organization’s success.

Sustainable growth in an organization comes about through:

  • Fully engaged customers, which come about through:
  • Fully engaged employees, which come about through:
  • Great managers, who:
    • Hire for talent;
    • Engage those talents and focus on success; and
    • Keep the focus of individual employees on company-wide goals.

Although it may seem obvious, the main job of the manager is to align the focus/productivity of each employee with organization-wide goals.  Success for a manager is measured by how well the team performs.   Often, managing employee performance becomes a peripheral – something managers do if their work at hand is complete – instead of a core competency.

Yes, even giant innovators like Google, see the value in developing managers.  Adam Bryant wrote about Google’s efforts to understand its best and most effective managers in The New York Times last year:   “. . . . the ability, say, to write computer code in your sleep — ranked dead last among Google’s big eight. What employees valued most were even-keeled bosses who made time for one-on-one meetings, who helped people puzzle through problems by asking questions, not dictating answers, and who took an interest in employees’ lives and careers.”

HRN Performance Solutions can help your organization with its performance management needs.  We offer in-depth, hands on training for managers and an online performance management system, Performance Pro, which provides managers with a tool to assist them in being the great manager they were hired to be.


January 20, 2012

HR Fact Friday: Know What Works in Performance Management

Filed under: Performance Management,Performance Pro6:00 am

What is it about the start of a new year that triggers a wave of online banter from one expert or another regarding what does or does not work in regard to annual performance evaluations? Why do we have them? They are a waste of time! Performance reviews are an outdated, antiquated fossil from the “dare I say it” Baby Boomer generation. Manager/mentor coaching is more effective. Social performance collaboration is the new black! Social, Social, Social!

It is part of my job to stay abreast of industry trends in the area of performance and talent management. I enjoy this research and have been doing it for quite a number of years so I feel I am somewhat qualified to throw my two cents into the ring every now and again.

Number 1: I understand marketing and I understand the HR services and technology industry. I have seen the performance management competitive marketplace grow from 5 primary competitors in as recently as 2004 to what now numbers by my best estimate, and inclusive of the many mergers and acquisitions in the industry, approximately 30—each trying to differentiate themselves and sell their service in a very crowded marketplace as unique, effective and innovative.

The plain facts are—and what any performance management program worth its salt must do, and do very well are:



December 9, 2010

News Release: HRN Announces Performance Pro Upgrade Release

Filed under: HRN News,Performance Pro — Tags: , , , 1:49 pm


SALT LAKE CITY, UT (December 9, 2010) — HRN Management Group, a provider of human resource products and consulting services today announced that the much anticipated update to its popular Performance Pro online employee performance management solution is now available.

In addition to all of the standard features and content already included in Performance Pro the new release incorporates a wide array of new features and tools.

  • Completely redesigned user interface
  • Customizable user dashboard with alerts, status, and graphical reports
  • Integrated and categorized employee development goal library
  • Assign two appraisers to each employee as standard feature
  • Assign up to 20 appraisers to each employee with completely re-engineered, optional multi-appraiser module
  • Unlimited automated routing approval paths

Michele Lindsay, Executive Vice President of HRN commented, “This release represents a significant accomplishment that will benefit our clients and the talent management marketplace as a whole. We have completely rebuilt Performance Pro from the ground up to give us a more flexible and robust platform. In addition to a completely updated user interface, Performance Pro now has powerful new features and even more built in talent management content such as a new goal library. Performance Pro continues to represent the best all around performance management solution value in the market.”

For more information, to register for an online demo, or request a no-obligation 30 day free trial go to: or call 1-800-940-7522.

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