Name: gradar
Price: 2000 USD
Author: Quality Personnel Management

Help Desk

Web and Video Conferencing

Customer Support

AI Development

Continuous Integration

Cross-Browser Testing

PHP Frameworks

Virtual Reality

Development

Business Intelligence (BI)

Collaboration

Environmental, Social, and Governance (ESG)

Knowledge Management

Enterprise

Accounting

CTRM

Financial Planning and Analysis (FP&A)

SaaS Spend Management

Finance and Accounting

Applicant Tracking

Corporate Learning Management

HR Management

Job Board

Payroll

Talent Intelligence

Talent Management

Time Tracking

Workforce Analytics

Workforce Management

Human Resources

AIOps

Application Server

Cloud Management

Cloud Storage

Container Security

Cybersecurity Consulting

Data Center Backup

Data Center Cooling

Database-as-a-Service (DBaaS)

DevOps

Embedded Database

Enterprise Service Bus

Fraud Detection

Infrastructure-as-a-Service

Integration Platform as a Service (iPaaS)

LAN Switches

Managed DNS

Managed Security Service

Mobile Data Security

Network Performance Monitoring

Requirements Management

Software Composition Analysis (SCA)

Unified Communications Monitoring

Value-Added Resellers (VARs)

Website Hosting

Information Technology

A/B Testing

Ad Serving & Retargeting

All-in-One Marketing

Content Management

Customer Advocacy

Ecommerce Personalization

Email Deliverability

Email Marketing

Marketing Automation

Mobile Marketing

Social Media Management

Survey & Forms Building

Web Analytics

Marketing

AI Meeting Assistants

Project Management

Professional Services

Customer Relationship Management (CRM)

Sales Content Management

Sales Incentive Compensation Management

Sales

Virtualization Security

Security

Apparel

Healthcare Learning Management

Mental Health

Practice Management

Text Analysis

Vertical-Specific

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gradar is a job architecture and compensation management solution designed to assist organizations in designing and managing their job structures, conducting job evaluations, and establishing fair and transparent pay structures. According to the vendor, gradar is suitable for a wide range of organizations, including those in the Human Resources, Compensation and Benefits, Talent Management, Organizational Development, and Consulting industries.

## Key Features

**Job Evaluation**: According to the vendor, gradar enables organizations to analyze and evaluate jobs through three career paths. It offers consistent and bias-free job evaluation tailored to specific needs, allowing organizations to determine the relative value of positions based on input, throughput, and output.

**Competency Management**: The vendor claims that gradar allows instant translation of job evaluation results into job family and grade-specific competencies. It offers customization of job profiles for various roles within the organization and facilitates the alignment of professional competencies with job requirements. The vendor states that this feature enhances talent management and succession planning.

**Job Architectures**: According to the vendor, gradar enables organizations to create an analytical basis for an organization-specific career framework. It allows the definition of career paths, job titles, and job descriptions. The vendor claims that this feature improves succession management and recruitment processes by aligning competencies with job requirements.

**Compensation Benchmarking**: The vendor states that gradar helps structure effective remuneration systems to retain talented staff. It automatically translates job evaluation results into benchmark job codes and allows organizations to upload market data to set salaries at the appropriate level. The vendor claims that this feature enables the linking of market data and analyses with job evaluation results.

**Compensation Structuring**: According to the vendor, gradar allows organizations to establish transparent compensation structures beyond job pricing. It facilitates the creation of pay bands to accelerate salary reviews and negotiations. The vendor states that organizations can use structural data from pay scales for budgeting and controlling to ensure internal equity and market competitiveness.

**Equal Pay Analysis**: The vendor claims that gradar helps organizations ensure equal pay for equal work and defend against pay equity claims. It enables the analysis of salary distribution within a grade among male and female employees, aiming to identify potential discrimination before it becomes a real issue. The vendor states that this feature supports efforts to close the gender pay gap and promote pay equity.

**User-Defined Hierarchies**: According to the vendor, gradar allows organizations to customize up to six variables to support workflows and mirror function families. It offers the addition of custom descriptions to any item and the use of variables as filters. The vendor states that this feature enhances job architecture customization and flexibility.

**Global Job Families**: The vendor claims that gradar enables organizations to link roles to a comprehensive catalog of global job families. It allows the assignment of up to seven job-specific competencies from an integrated competency library. The vendor states that this feature serves as a basis for benchmark job matching and market data analysis, enhancing job architecture standardization and alignment.

**Real-Time Cross Comparison**: According to the vendor, gradar facilitates the comparison of job grades and results across job families and departments. It allows the export of views to communicate results to managers or employees. The vendor states that this feature helps verify existing level structures and supports the development of career steps by providing a comprehensive overview of job grades in a live matrix.

**Market Data Analysis**: The vendor claims that gradar enables organizations to calculate results from different market data sources or internal benchmark data. It allows the selection of up to six different trend lines from selected market data sets and the display of trend lines as overlays over compensation structure charts. The vendor states that organizations can set up and manage pay bands and pay groups based on market data using this feature.

Basic

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gradar

Employee Performance Management is the process by which a manager or consultant examines and evaluates an employee's work behavior by comparing it with preset standards,  documents the results of the comparison, and uses the results to provide feedback to the employee to show where improvements are needed and why.

Beyond locating employees areas of potential improvement, employee performance management software might also include Leadership Management assessments or modules to help management locate potential leaders in the ranks and provide a promotion or learning path that sets the right expectations as employees grow in competence and rank, in preparation for assuming management responsibilities.

Employee Performance Management

Quality Personnel Management

Performance Management

Performance management is the process of ensuring employees meet pre-determined objectives and goals through regular check-ins and appraisals.

Performance plans

Supervisors have ability to build individual performance plans including, goals, competencies, etc..

Plan weighting

Supervisors have ability to weight or prioritize individual elements of the performance plan.

Manager note taking

Ability for managers to insert ad-hoc notes about performance or evaluation process; supports continuous feedback.

Performance improvement plans

Supervisors can track disciplinary actions such as performance improvement plans.

Review status tracking

Supervisors can monitor and track review status completion with dashboard showing milestones and status.

Rater nominations

Supervisors can nominate additional employee raters for feedback.

Rater nomination workflow

Ability for nominated raters to accept or reject their nomination.

Review reminders

System can generate reminders to ensure review completion timeliness.

Workflow restrictions

Workflow restrictions ensure that employee can only see finalized official review once completed.

Review transfer

Ability of a manager to transfer a review to another manager.

Multiple review frequency

System supports multiple review types including annual, quarterly mid-year and anniversary reviews.

Reporting

Reporting capabilities provide dashboards, ad-hoc reports and custom reporting capabilities.

Performance and Goals

Goal alignment is the practice of ensuring that all employees have clearly defined goals in support of the overall corporate strategy.

Corporate goal setting

Corporate goal setting is the ability to define corporate goals, and/or vision statements in the system.

Subordinate goal setting

Subordinate goal setting is the ability to define subordinate departmental or team goals in support of overall corporate goals.

Individual goal setting

Individual goal setting is the ability to define individual goals that align to organizational and subordinate goals.

Non-hierarchical goal setting

Ability to set goals outside of official reporting relationships.

Line-of sight-visibility

Line-of-sight visibility is the provision of line-of sight visibility for each goal to see how goals support overall corporate objectives.

Performance tracking

Performance tracking allows managers to track individual progress against goals as a component of overall performance.

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Overview

What is gradar?