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Runner Technologies specializes in software development tools, processes, and consulting. One of our domain expertise is in the area of Human Resources Information System, specifically Employee Performance Management/Organizational Development and Leadership Supply.

Motorola has been utilizing our services and solutions since 1994 for building and maintaining several custom solutions that integrate with Motorola's systems and culture. Motorola uses SAP for their Global HR management system, and the custom performance management solutions interface seamlessly with the SAP database.

Using our unique system design and architecture approach, we are able to build solutions that are ultra-flexible and scale to large enterprise needs.
   Links:
· Motorola Case Study
HRIS Solutions

The most notable of the Human Resources solutions that we have architected and developed are the Leadership Supply (LS) and Performance Management (PM) systems.

Technology - The key components to the technology are Oracle and the Orbit web development suite. This technology stack is fully scalable for enterprise-class solutions and needs.

Timeframe - With the Orbit Web Development Suite for Oracle we have achieved record development times and cost savings for building these custom solutions for Motorola.
* The first phase of the Leadership Supply system (History/Present/Future Skill Assessments)
   was architected, designed, and deployed within 3 weeks.
* The first phase of the Performance Management solution (Planning) was architected, designed,
   and deployed within 2 months for the entire organization, including translation into 13 languages.
Leadership Supply

Leadership Supply is a portal for the top 3000 executives and senior executives worldwide within Motorola.

The performance assessments utilize the 4e's model that GE pioneered, with the addition of another category: Edge, Energize, Envision, Execute, Ethics.
Each of these assessment areas contains a configurable set of skills or measurements which the executive is rated upon.

KEY FEATURES:
· Enterprise class design and architecture
· Highly scalable system
· Executive Skill Assessments in the areas of History, Present, and Future
· Leadership Profile - combines their Skill Assessment in a resume-like report to
  provide a consistent profile for each executive
· 360 Degree Performance Assessments
· Leadership Pipeline / Succession Planning - identifies future candidates for key
  positions within the company
· Search Module - search for executives meeting specific criteria
Executive Skill Assessments
  • Work History
  • International Experience and availability
  • Language Skills
  • Company Specific Skills
  • Industry General Skills
  • Management Skills
  • Career Aspirations
  • Enables top 5 selection and detail
 360 Degree Performance Assessments
  • Direct and dotted line managers
  • Direct reports
  • External customers and vendors
Performance Management

An enterprise class design and architecture, the Performance Management (PM) solution we architected for Motorola is a highly scalable system comprised of 4 main cycles: Planning, Checkpoint 1, Checkpoint 2, and Summary.

Aside from the goal and action item management in the 4 main PM modules, the Assessments provide an additional quantifiable measurement for 5 standard areas in which each employee is measured on. These standard areas are known as the 4e's Plus 1: Edge, Energize, Envision, Execute, Values.

KEY FEATURES:
· Each phase allows a quantifiable measurement to be assigned to each goal,
  as well as large textual data.
· Files upload capibility can be enabled to store additional information in the database.
· Multi-Language enabled for easy translator access and real-time translation.
  - Currently, Motorola is translating into 13 languages for their global workforce.
· Fully customizable text changes for English.
· Built-in system performance metrics and reporting
· Fully customizable web page content and design. The applications are easily
  maintained in-house with existing skill sets and staff.
Planning
  • Workflow enabled to allow employees and/or managers to enter both goals and action plans
  • Business and Behavior goals are entered with ability to link these goals to corporate scorecards and goals
  • Development Action Items
  • Career Aspirations
  • Training Plans
Checkpoint 1 and 2
  • Quarterly reviews of the goals and action items
Summary
  • Final performance summary rating
 CLEAN_Address 3.5
 SurveyDIG 2.0
 SalesOE 2.0
 MentorPRO 2.0
 Orbit Track 5.0
 Orbit 5.1
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