{"id":17453,"date":"2013-08-07T19:52:20","date_gmt":"2013-08-07T19:52:20","guid":{"rendered":"http:\/\/novosite.stratec.com.br\/desempenho-individual-e-a-novidade-da-stratec\/"},"modified":"2026-04-16T14:43:42","modified_gmt":"2026-04-16T17:43:42","slug":"individual-performance-and-news-from-stratec","status":"publish","type":"post","link":"https:\/\/actiosoftware.com\/en\/blog\/desempenho-individual-e-a-novidade-da-stratec\/","title":{"rendered":"Individual Performance is new from Stratec"},"content":{"rendered":"

As part of the proposal to provide solutions<\/a> In corporate management, Stratec is bringing a new tool to the market. It is called Individual Performance (DI), a software that automates the monitoring of indicators related to employee and team performance for the application of corporate results-sharing programs.<\/p>\n

The executive director of Stratec<\/a>, Guilherme Barbassa, says the tool arises to resolve some basic conflicts in the development of so-called PMPs (Performance Management Programs). The most fundamental of these, according to the executive, concerns the necessary alignment between the company's strategic goals and the functional performance policy.<\/p>\n

\u201cProfit-sharing programs usually stem from corporate strategic planning and serve to integrate team effort with strategy execution. However, in many cases, these two aspects run in parallel. This is partly because the HR department, which usually develops profit-sharing programs, is not always integrated into strategic formulation, resulting in a performance policy disconnected from planned goals,\u201d points out the director of Stratec.<\/p>\n

Therefore, as Neidson Andrade Silva\u2014a member of the development team responsible for the new software's approval\u2014also mentions, Individual Performance is fully integrated with strategic management models. It is possible, for example, to cross-reference data with planning monitoring software such as GE, also from Stratec. Guilherme Barbassa says that another secret of the new tool is its flexibility, which makes it completely adaptable to the logic of scores, projects, and indicators generally used in existing performance appraisal systems on the market. \u201cAll of this with a significant operational gain, because the calculation of indicators defined in the performance policies is a strenuous and voluminous task that the software automates,\u201d says Guilherme Barbassa.<\/p>\n

In this regard, Neidson Silva also highlights the user-friendly interface and the ease of generating and visualizing data as strengths of Individual Performance. \u201cThe system is fully customizable regarding the indicators to be generated and allows for filtering by data, department, and employee. The operation is very practical and allows for the creation of scoring ranges. The presentation of information, via charts or an indicator tree, also provides the manager with a quick overview that aids in decision-making,\u201d explains the developer.<\/p>\n

For Guilherme Barbassa, using the tool adds other positive factors when it comes to people management. He comments that when performance policies are developed without using an automation tool for the process, the indicators end up being generated only once a year. \u201cWith the use of DI, the employee and the manager have more control over performance because they can track the data monthly. The team benefits, as they will be more motivated, and the manager benefits because they have more ease and agility in evaluating and reorganizing processes. The good result is synergistic work around the company's strategy,\u201d concludes the executive director of Stratec<\/a>.<\/p>\n

\"\"<\/a><\/p>","protected":false},"excerpt":{"rendered":"

As part of the proposal to provide corporate management solutions, Stratec is bringing a new tool to the market.<\/p>","protected":false},"author":22,"featured_media":17451,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center 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