Performance and development
Manage performance, competencies, feedback, and goals.
Bring together reviews, competencies, feedback, engagement surveys, goals, and the talent matrix to discuss each person's development and agree on next steps.
Performance reviews
Configure reviews around the company's working practices: manager review, self-review, 360-degree input, or role-specific questions. Each cycle retains its history for comparison and more useful development conversations.
Configure competencies, goals, and questions by role, team, or participant group.
Run one-time or recurring reviews with defined participants and reviewers.
Use reports, charts, and the talent matrix as context for discussing strengths and development areas.
Feedback and employee engagement
Listen through surveys, structured feedback, and one-to-one meetings. TalentoHQ organizes the information so managers and HR can work from recorded data rather than disconnected impressions.
Create engagement and satisfaction surveys with anonymous responses when appropriate.
Collect ongoing feedback and review engagement, satisfaction, and participation indicators.
Prepare one-to-ones with questions, notes, and follow-up in the employee's history.
Goals and OKRs
Align individual, team, and company goals. Define owners, actions, and periodic updates so progress remains visible throughout the cycle.
Create goals and OKRs for employees, teams, offices, or projects.
Add tasks, owners, and dates to turn each goal into a practical plan.
Request periodic updates and review progress before follow-up conversations.
AI integration
Check and update development goals with AI assistance.
Use AI to find open goals, prepare a new commitment, or record progress without losing context. It supports goal and OKR follow-up; it does not replace performance reviews, human feedback, or the authorized team's judgment.
- More consistent goal follow-up.
- The recorded history provides context before each meeting.
- Example
“Show the open goals for the sales team this quarter.”
- Example
“Create a goal to improve support response time by September 30.”
- Example
“Add an update to the onboarding goal noting that the first phase is complete.”