Adobe Comparison Performance Management 
Vantage Circle
JANUARY 22, 2025
" (Source: G2 ) Notable Clients Yelp Adobe Abvie Pricing Custom Price on request Mineral Mitratech Visit Website Read more + Why Mineral? Skuad is a cloud-based employment law software that helps manage employee performance, talent, and compliance. Some users report limited integration options with other HR platforms.
PSB
JULY 22, 2025
CRM Systems: To align training with customer management and sales processes. Third-Party Content: Compatibility with external content providers or authoring tools like Articulate or Adobe Captivate. Cornerstone OnDemand Overview: Cornerstone integrates talent management and learning, supporting continuous development and compliance.
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Lighthouse
FEBRUARY 28, 2017
Performance ratings, are subsets of performance management systems, and are typically the most disliked part of any HR professional’s job. They are notorious for being time consuming, they can demotivate employee performance and often they fail to achieve the main objective of increasing employee performance.
Reflektive
JANUARY 6, 2016
Instead of having to wait until the end of the year for a review of their performance, employees are empowered to get bite-sized feedback that is neither overwhelming nor feels outdated. Empowerment, Not Comparison.
Vantage Circle
MARCH 10, 2021
Maximising employee engagement and elevating employee performance are the key ways of employee retention and attaining better productivity. The Private Manager Assessment ensures fair assessment and accuracy in performance management. Yelp, McDonalds, AirBnB, Etsy, Adobe, Greenhouse, Oracle. Link: [link].
Compensation Cafe
JUNE 6, 2016
Editor's Note: Last summer we posted an announcement from Gerry Ledford (one of our profession's leading scholars) introducing a new academic study focused on leading edge performance management practices and an invitation for any qualified organizations to participate. Do the data indicate that the hype is warranted?
Synergita
OCTOBER 9, 2015
Forced ranking might have worked in the past and provided some transparency and mechanism for “pay for performance”; but, in current scenarios, it does not work. Fundamentally, forced ranking relies on comparisons. And, psychologically, we don’t like comparisons. and puts the managers on the pilot seat.
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