Goal management and HR metrics - a single overview that makes a big difference
Today, the world marks World Mental Health Day - an important reminder that mental health is not only about preventing stress, but about creating sustainable conditions for wellbeing, balance, and human growth.
We believe that mental wellbeing should not be a campaign topic for one day a year - but a focus woven into the way we work and collaborate every single day.
Clear goals that fit your way of working
Effective goal management starts with a clear framework. With MindKey, you can create goals that fit both the job role, the department's focus, and the company's strategy - without the hassle.
- Use flexible goal templates so that new goals always start with a strong and consistent starting point.
- Customize metrics and performance parameters to reflect your key KPIs and goals.
- Make it easy for employees to see what's expected — and how they're progressing.
Goals that can be adjusted when reality changes
Goal management is not a one-time activity. In Mindkey, goals can be continuously adjusted to follow the employee's development and changed priorities in the organization.
This means targets are always current - not something that is frozen at the start of the year and forgotten.
A comprehensive overview of progression and development
When goals are in Mindkey, HR and managers get a simple overview of progress, status, and results.
It will be easier to have the good conversations because everyone knows:
- how far the employee is
- what initiatives have been launched
- what the next step is
Goal management thus goes from being an administrative exercise to a practical tool that supports both the employee's development and the company's strategy.
HR metrics — that's why they make sense
When the objectives are followed in a structured way, HR metrics become much more valuable. They make it possible to spot:
- how recruitment and onboarding work
- Where development and learning work best
- where engagement and well-being lag
- which parts of the organization are doing particularly well
It's not about having the most numbers possible - it's about having the right metrics that give insight into how employees thrive, develop and contribute.
When HR data and goal management are linked, you are much stronger in both day-to-day management and strategic planning.
From goal to action
With Mindkey, goal management becomes a natural part of the work - not an extra layer.
And because everything is gathered in one place, it also becomes easier to follow up and get action behind the words.
Mere fra Mindkey
Er jeres jobstruktur klar til løngennemsigtighed?
Løngennemsigtighed er ikke kun et spørgsmål om rapporter og procenter. Det begynder med noget helt grundlæggende og det er jeres jobstruktur. Hvis jobtyper, ansvar og niveauer ikke er tydelige, bliver dokumentation hurtigt besværlig og samtalerne svære at forklare. Men når strukturen er på plads, bliver løngennemsigtighed langt mere håndterbar. Det giver bedre overblik, mere fair beslutninger og en nemmere dialog mellem HR, ledere og medarbejdere.
Hvad kan løngennemsigtighed egentlig give virksomheder?
Vi har talt med John Beckmann, CEO i Mindkey, om løngennemsigtighed og hvorfor han ser det som en mulighed for virksomheder og ikke endnu et administrativt krav. For John handler løngennemsigtighed i højere grad om at skabe klarhed, sammenhæng og retfærdighed i lønarbejdet end om at leve op til ny lovgivning.
Er administration ved at skubbe det strategiske i baggrunden?
HR vil gerne arbejde strategisk? Men alt for ofte går tiden med drift, rettelser og manuelle processer. Med nye krav til dokumentation og løngennemsigtighed bliver spørgsmålet endnu mere presserende. Har I sat jeres setup op, så det frigiver tid eller så det sluger den? I dette indlæg ser vi på, hvorfor tid er blevet den reelle flaskehals for vækst og hvordan struktur og automatisering kan give HR plads til at støtte ledelsen mere strategisk.