Case Study – Fred IT
Shifting to a No-Rating Scale model
Fred IT Group is Australia’s largest dedicated IT solution provider to the pharmacy and health industries.
For over 25 years, they have enabled health professionals to run their businesses more efficiently to maximise their time spent helping patients. We caught up with Pino Fratangelo, GM of HR, at Fred IT Group to find out what they set out to achieve by partnering with Ascender HCM.
Why Fred chose to enhance their Performance Management process?
Since it was established in 1992, Fred now serves more than 3,000 business clients across the country and has grown to a team of over 200 individuals with in house pharmacy expertise. So why would the Australian leader in medication management platforms and solutions want to uproot its long standing internal employee review and evaluation process and adopt Ascender HCM’s Performance Management (PM) software?
The answer lies in the shifting dynamics of HR management and Ascender HCM’s demonstrated success in boosting employee productivity, profitability, and engagement through meaningful, constructive and ongoing performance management.
The Challenges Fred Faced
To continue driving leadership and excellence in eHealth and pharmaceutical retail cloud-based solutions, Fred sought to optimise how they aligned performance to organisational goals. They wanted to simplify their Performance Management (PM) process, have more accurate data, and link strategic corporate objectives to staff goals.
“We were looking for a solution which would ultimately help the company develop employee strengths and capacities, improve career planning, and enable them to build from within.” said Pino.
Fred needed a one-stop-shop capable of linking training methods, values, behaviours, performance, and output — a user-friendly system that was easy to view, report, and add and update information.
To align its workforce with its strategic plan and unlock the full potential of its workforce, Fred turned to the industry leader in Performance Management software, Ascender HCM, to implement their Performance First Legacy and help take them to the next level.
The 2016 Hurdle: Changing to a no rating model
After four promising years using the 1-1 feedback and evaluation system, Fred realised they could be doing more. Company leaders recognised that the rating system might be holding the organisation back from achieving optimal results. They found ratings sapped energy from the 1-1 as well as year-end reviews because the focus stuck to the rating rather than the conversation, and inevitably shone the spotlight on the past rather than the future.
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