StrategyLink© is a solution of ERM, Employee Relationship Management, of the Human Resources Industry. Our applications have been designed to help align the performance and effort of the human resource with business strategy and goals through Balanced Scorecard method, and competency development and key behavior allowing to manage the three foundations of human resource performance: alignment, productivity and satisfaction.


StrategyLink© provides a solution that covers all of the managerial aspects of Human Resources, including performance management, competencies, 360 degree evaluations, technical verifications, training, recruiting and hiring, career planning, employee and customer satisfaction.


StrategyLink© supports achievement of the results in the organizations through optimization of the relationship that the employees have with the organization. This is achieved through the implementation of a system of "Gestión Integral de Alto Desempeño(tm) [Integrated Management of High Performance]" which integrates the key variables impacting the productivity of people:

Management Competencies (causes)

Organizational Climate and Culture (the environment)

Balanced Scorecard (results)


StrategyLink© is an application developed for a web environment, and its modular design allows customers to implement only the modules of the product that can add value to their specific business. Additionally, the simplicity of its design allows time reduction and cost implementation, without sacrificing quality or results.

Competency Module

In this module the user defines the basic parameters of the whole system and the catalogs of organizational and technical competencies.


Best practices:

Description of the basic strategy of the organization: mission, vision.

Definition of positions groups.

Definition of positions.

Administration of high, low and personnel changes by hand or "synchronized" (with other management systems, payroll or similar).

Managing users and roles within the software.

Performance Module (Balanced Scorecard)

In this module the user can set the Balanced Scorecard and strategy alignment of the organization. You can track and improve key performance indicators (KPI's) and allows compensation to link together the strategy and results.


Best practices:

Vision transfer to the strategy map.

Determination of performance measurement system of the organization (Balanced Scorecard).

Definition of KPIs (key performance measurements).

Design of deployment trees and alignment of the KPIs.

Managing users and roles within the software.

Use of variability, alerts and spotlights to detect performance deviations.

Determination of causes that lead to poor performance.

Development, implementation and monitoring plans for improvement.

Progress reports on the performance of each KPI.

Reporting dashboards.

Analysis of relationships between variables.

Specific reports for income gain monitoring.

Dashboard generation according to individual criteria.

Ability to synchronize with other systems (ERP, CRM, etc.).

Decision Making Room Management (DMR)

The Decision Making room allows to automate and control the execution of the strategy in a friendly way and with key, simple, reliable, on time, controllable, solid, visual and accessible information.



Best practices:

Fully customized design to deployment.

Handling multiple screens (up to 4) with independent and simultaneous controls.

Ability to structure and define the process of decision making, adapting the cockpit to the process.

Fully interactive and dynamic ability to redefine the delivery system at any time by the users themselves.

Fully in line with BSC management systems, ERP and other existing system.

Ability to deploy in the cockpit, screens or questions directly to other systems that can be accessed via Web.

Document integration associated with the decision making process (minutes, additional reports, schedules, photographs, etc.).

Ability to define an unlimited number of Decision Making Rooms: by management, process, perspective, project, and any other approach that the institution requires.

360º Evaluation of Competency Module

This module is used to achieve measurement of organizational competencies and behaviors of the personnel in the organization through the 360 degrees assessment.


Best Practices:

Programming rounds or 360º evaluation plans for each person tested and allocation of evaluators (manager, peers, subordinates or customers, and self-assessment).

Handling multiple screens (up to 4) with independent, simultaneous controls.

Electronic filling of questionnaires measuring key competencies.

Development of calculations and statistical analysis, such as total gaps, competencies gaps, gaps by behaviors, comparisons and trends in results of the competencies assessed.

Generate 360º results, including: per person, positiong group or positions, total, by type of evaluator, etc.

Documentation of the evaluation feedback process: identifying causes of poor performance, improvement actions, behavior change and training necessary to close gaps.

Automated build of individual SWOT.

Generating reports for various levels of detail (global, by competition, behavior).


Measuring Competencies Module

In this module the user can develop the measurement of technical competencies and expertise of all staff of the organization using measurement or technical assessments.


Best Practices:

Programming rounds of measuring.

Allocation of expert evaluators for positions.

Design and programming technical test of measuring.

Development of calculations and statistical analysis.

Determination of competency and skill benchmarks.

Documentation of the feedback process to the evaluated person.

Track improvements in the domain of labor competency.

Organizational Climate Module

In this module the user can determine satisfaction levels and dissatisfaction of staff key areas. Also, the user has the ability to design plans to ensure an improvement in staff satisfaction having an impact on performance.


Best practices:

Design of surveys measuring staff satisfaction by segment, key areas or total.

Determination of key segments of the population.

Electronic filling of satisfaction surveys.

Statistical calculations of the results, charts, averages, variances and correlations.

Evaluation of staff satisfaction levels.

Electronic capture of causes of dissatisfaction and identification of the main causes through performing pareto charts.

Definition of major areas for improvement (major causes of dissatisfaction) and determine action plans that address causes and develop organizational knowledge through documentation of actions taken.

Spotlight of results according to specific variation for each segment.

Handling multiple questionnaires (unlimited) in parallel and independently to assess any additional aspect to the labor environment.

Management of different methodologies simultaneously (scale, causes, questionnaires, etc.).

Monitoring the implementation of action plans or reports via email.

Multifunctionality of the given module can be used for multiple types of surveys to assess any topic.

Training by Competency Module

In this module the user can determine modular training programs based on gaps found in the competencies assessed staff. This procedure ensures proper certification of acquisition of knowledge, work competencies and behaviors.


Best Practices:

Scheduling training for each individual or group must be submitted as a result of competency gaps encountered and business strategy.

Documentation of assessments and applications on the acquisition of competencies and abilities.

Monitoring the implementation of training in the work and results.

Validation of competencies.

Create training curriculum for position and position group.

Alignment of the results and competencies with the training.

Using modular training and learning in small doses.

Certification of employees.

Competency Selection Module

This module allows the development of a competency-based personnel selection using behavioral event interviews (BEI), while defining minimum standards of income.


Best practices:

Documentation and recordkeeping of candidates and employees.

Procurement personnel requisitions based on minimum requirements of the job and technical competencies and key priorities of the position.

Programming and generation of behavioral event interviews.

Development of competency assessment of candidates through behavioral interviewing and assessment 360°.

Documentation and consolidation of test results, reference check, medical examination, etc.

Search candidates via internal domain competency level.

Scheduling Training for closing gaps and competencies certification to successful candidates.

Career Planning Module

This module allows the design of routes of individual progress offering the employees of the organization the opportunity to be promoted. Those employees presented with such opportunities can be defined as key employees to the company. The system identifies key employees by measuring the levels of knowledge, competencies and behaviors. At the same time, this suggests training needs of such employees for early induction to positions of greater impact.


Best Practices:

Definition of career plans.

Identification of key employees.

Identification of individual progress routes.

Determination and documentation of the aspirations of competencies.

Use of certification of employees for promotions.

Scheduling training and competencies development for inner career.

Customer Satisfaction Module

Customer satisfaction is a priority for todays organizations. Therefore our services management application allows to exercise real-time control and ensure that value for the costumer is been made.


This module allows you to design systems to measure levels of satisfaction and loyalty of costumers, revising and improving these standards systematically. This is achieved through constant and immediate contact with customers from key points of interaction with them. The information collected enables the company to take corrective and preventive action on customer satisfaction and loyalty. The ultimate goal is to ensure and maximize the value an organization can create with its clients to ensure optimal results.




12 calle 2-04 zona 9 Oficina 523 Edificio Plaza del Sol, Guatemala, Guatemala.


(502) 2331-4455, (502) 2334-3651, (502) 2334-5171, (502) 2334-5177

FAX:(502)   2334-4970


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