Previously, there was no feature to register and manage your company's own competency framework in the system. This led to ambiguous evaluation criteria or the inconvenience of having to reference separate documents for competency evaluations.

Now, a new [Competency Management] menu has been added. Here you can create competency types tailored to your company, such as company-wide common competencies, leadership competencies, and job-specific competencies, and systematically manage the definition and expected behavioral indicators (levels) for each competency. These well-defined competencies can be directly imported when setting up evaluation items, supporting all employees in conducting evaluations based on clear criteria.

The previous 'Goal-Linked Review' required completing the 'Goal Agreement' process before it could proceed.

In the new [Evaluation], this restriction has been removed. Simply activate the 'Performance' element when creating an evaluation, and employees can either ① freely link previously set goals or ② directly input achievements accomplished independently of goals when writing evaluation items. Now you can easily reflect all achievements in evaluations regardless of your goal management approach.

In the past, to evaluate different competencies by job family or set different evaluation stages for leaders and team members, you had to create multiple separate reviews.

Now everything is possible within a single [Evaluation]. Through the [Evaluation Group] feature, you can group participants by specific conditions such as 'Development Job Family' or 'Leader Group', and apply different competencies, weights, and evaluation stages (self/peer/upward/downward) for each group.

Previously, when competency and performance had different rating scales, it was difficult to calculate an overall rating within a single review.

In the new [Evaluation], you can set completely different rating scales for each evaluation element. For example, you can evaluate competencies using 'Excellent/Good/Average/Below Average/Poor' and performance using 'S/A/B/C', then apply respective weights to automatically calculate an 'Overall Rating'.

Additionally, from whether to use scores to matrix (9-grid) ratings, you can configure the rating framework and rating calculation methods to match your company's system.

Previously, evaluators were always matched based on 'current' HR information, so during year-end evaluations, manual changes were needed if you wanted to be evaluated by the team lead from the beginning of the year.

Now you can specify an 'HR Information Reference Date' when creating an evaluation. For example, setting 'June 30, 2025' as the reference date allows you to assign evaluees and evaluators based on the organizational structure and affiliations at that point in time.

In the past, there was only one type of 'Review Management' permission holder, allowing access to all reviews. Now, while maintaining basic permissions, you can designate 'Co-Editors' who participate only in specific evaluations, allowing flexible permission distribution.

Additionally, while previously you could only see progress by evaluee, now through the [Progress by Evaluator] screen, you can monitor at a glance how many people a specific evaluator needs to evaluate and how many they've completed.

The hassle of manually announcing evaluation starts, approaching deadlines, and non-submission status is gone. In the new [Evaluation], notifications are automatically sent according to the set schedule, and through Slack integration, team members can receive updates as quickly as possible.

Furthermore, a feature has been added to extend deadlines individually for specific people such as those on leave, without needing to change the overall deadline.

During the secondary evaluation (calibration), previous stage evaluation results are automatically populated so you can view the scores of previous downward evaluators while assigning ratings.

Now, through the [Downward Rating Adjustment] feature, senior evaluators can view the full rating distribution within the organization while adjusting ratings, enabling much more objective and rational decision-making.

Going beyond simple rating distributions, you can analyze evaluation results in depth through detailed dashboards.

To ensure evaluations don't end with simple rating calculations, we provide concrete insights that connect to individual growth and organizational strategy!