Two different HR functions that were addressed during the transformation were Performance Management and HR Analytics and Data-Driven Decision-Making. Performance Management: Traditionally, performance management may have been seen as merely an administrative task focused on annual reviews and evaluations. However, our transformation redefined performance management as a strategic tool for driving employee development and organizational success. We revamped our performance appraisal processes to be more frequent, ongoing, and focused on developmental feedback rather than just evaluation. This shift allowed us to align individual goals with organizational objectives, fostering a culture of accountability and continuous improvement. Metrics used to measure the success of this initiative include: Alignment of Individual Goals with Organizational Objectives: Tracking the percentage of employee goals directly tied to company objectives. Employee Performance Ratings: Monitoring changes in performance ratings over time to assess improvements in employee performance and development. Feedback Effectiveness: Surveying employees and managers to gauge the effectiveness of feedback mechanisms in driving performance improvement and professional growth. what other documentation can be used