Insightful Reports & History
Visualize your talent landscape. Use Bell Curves and 9-Box Grids to make data-backed people decisions.
Talent Intelligence Hub
Trusted by HR analytics
Data-Driven Talent Decisions
Identify your stars, your steady performers, and those who need help. Kiework's analytics give you the insights to build a stronger team.
Bell Curve Analysis
Visualize rating distributions. Identify rating inflation or strictness bias across different departments.
9-Box Grid
Map employees based on Performance vs. Potential. Identify future leaders for succession planning.
Skill Gap Analysis
Aggregate competency scores to find organization-wide training needs.
From Gut Feel to Talent Intelligence
In most organizations, talent decisions are made based on "gut feel" or proximity to leadership. Who should we promote? Who is our next CEO? Who needs coaching? Kiework’s Performance Analytics suite replaces these guesses with hard data, giving you a scientific framework for talent management.
The Bell Curve: Managing the Distribution
Is your organization suffering from "Rating Inflation," where every employee is a "Top Performer"? This makes merit-based payouts impossible. Kiework generates real-time Bell Curve visualizations of your ratings. You can compare different departments to spot outliers—identifying managers who are "too soft" or "too strict." This ensures that your high ratings are truly reserved for your stars, maintaining the integrity of your performance culture.
The 9-Box Grid: Succession Planning at a Glance
Our interactive 9-Box Grid maps every employee on the axes of Performance vs. Potential. This visualization is the gold standard for leadership planning. It helps you identify your "Stars" (High potential, high performance) for promotion, your "Workhorses" (High performance, low potential) for stability, and your "Risk" areas for coaching. This clarity allows HR to partner with the Board on strategic succession planning with confidence.
Historical Performance Trends
Talent isn't static. Kiework maintains a longitudinal record of performance. You can track an employee’s rating history over multiple years to see if they are on a "Fast Track" or if their performance has plateaued. This historical context is crucial during promotion discussions, ensuring that decisions are based on sustained contribution, not just a single lucky quarter.
