Mereo Software Review

Mereo
Product:
Vendor:
Founded:
Headquarters:
Mereo
Mereo
2012
Brazil
Ownership
Customers:
Deployment Model:
Free Trial:
Private
15,000 users
Cloud
No
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Mereo At A Glance

Good: Strong focus on performance and talent management, variable compensation module, Web-based solution.
Bad: Doesn't include recruiting or other general HR features (e.g., payroll, benefits).
Bottom Line: Talent management solution that takes a meritocratic approach for companies rewarding and promoting their best employees.

Product Overview

Mereo Software’s solution is comprised of seven modules: Analytics, Results Follow-Up, Financial Analysis, Goals Planning, Talent Management, Quick Meeting and Variable Compensation. For the purpose of this review, we’ll focus on Goals Planning, Results Follow-Up, Talent Management and Variable Compensation.

Mereo Software is a Web-based solution that is available in six languages (including English, Portuguese and Spanish). It focuses mainly on the meritocratic approach – that is, providing employees the opportunity to receive raises, bonuses or promotions based on their merits (performance), rather than seniority or other criteria.

Companies have the option of purchasing all seven modules together or just the ones that best fit their needs. Note that the Goals Planning and Results Follow-Up modules are integrated together.

Mereo Software has a monthly subscription fee. The fee depends on the number of users and the module(s) purchased.

With the Talent Management module, companies identify and manage the best talent for each job position to help grow the business. The software allows the user to drill down talent companywide, or by department/division, team, and even individual. The module also includes performance evaluations.

The Goals Planning module helps companies identify strategic goals and act on them. Users can import data from either Mereo’s Financial Analysis module or other sources to create goals with built-in workflows. Goals are then tracked in the Results Follow-Up module. Companies can define goals at the individual, team or department levels.

In the Results Follow-Up module, users track the progress of company goals and individual employee performance with the “action dashboard.”

For companies that want to reward high-performing employees with bonuses, commissions or other variable compensation fairly and accurately, there is the Variable Compensation module. It calculates the bonus or commission and provides each employee with a detailed report on how it was calculated – thereby providing transparency and fairness.

More details on each module are in our Features section below.

Features

Here are the main features of each module:

Talent Management:

  • Customizable performance review kits (self assessment, 180-degree evaluation, 360-degree evaluation)
  • “9 box chart” that compares the individual performance to the requirements of the job
  • Actionable employee development plan with follow-ups

Goals Planning:

  • Goal components broken down into: Single goals, Shared goals, Consolidated goals, Project goals
  • Goals can be customized by the user
  • Statistical monitoring of goal processes
  • Workflow validation of goals
  • Historical data modeling to support goal definitions

Results Follow-Up:

  • Dashboards that report goals and performance of employee or department with many filtering options (for example: project, manager, location, etc.)
  • Ability to take action within dashboard
  • Customizable charts
  • Knowledge-management database that measures cause-analysis and includes actionable items
  • Ability to export to Excel and PowerPoint
  • Employee performance scoring calculations with configurable ranges

Variable Compensation:

  • Ability to create payment groups with customized weights and calculations
  • Ability to override existing calculations and modeling
  • Reporting for the end user (including payment calculations )
  • Payment and statistics summary reports for executive management
  • Ability to insert specific criteria as a “plug-in”

 

  • Compensation Management?
  • Learning Management?
  • Onboarding?
  • People Analytics?
  • Performance Tracking?
  • Recruiting Management?
  • Social Integration?
  • Succession Planning?

Target Market

Mereo has provided its software and services to companies in 18 countries. We’ve listed 10 of its clients below:

  • Banco Intermedium
  • Burger King
  • Fitesa
  • Magnesita
  • Med Systems
  • Prime Interway
  • Tenco Shopping Centers
  • Trelicamp
  • UBEC
  • Whitney University System

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Implementation/Integration

Mereo Software’s implementation process takes roughly one to three months, depending on a few factors such as the number of users involved and any company requirements.

Implementation is done in three steps:

  1. Mereo gathers the data from the client that’s needed for the software (e.g., organizational structure, number of users for the software, company’s key performance indicators).
  2. Mereo sets up the platform.
  3. Mereo provides training to the administrators and key users. (Note: The key user is responsible for training the end users on the software.)

Customer Service & Support

Mereo provides customer support via email, phone and Skype. There is also the Zendesk utility built into the platform for users to submit tickets for bugs, requests for improvement and other issues.

Mereo also provides a consulting service (at a separate price) for its clients to help them structure their data.

Pricing

Mereo doesn’t publicly release pricing information. Please contact them directly for a price quote.

Shortcomings

As Mereo focuses mainly on performance management and talent management, it doesn’t include recruiting or general HR systems.

Companies that requires those features may want to check out our other HR reviews, such as PeopleFluent or Ceridian.

Mereo is also not as well known in the United States as it is in other countries.

Screenshots

Mereo Screenshot 1
Mereo Screenshot 2
Mereo Screenshot 3

About

Mereo Consulting focuses on meritocracy, which places job positions and compensation based on talent, performance and results delivered by employees. Its mission is to “develop integrated meritocratic methodologies with technical solutions that create a sustained culture of effort that translates into results.”

In addition to providing goal planning and talent management solutions, Mereo also provides solutions for analytics, financial planning and variable compensation. The company also provides consulting services to help companies develop a meritocratic culture.

Mereo is headquartered in Brazil, but it has offices in the United States, Europe and Asia.

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Send feedback or corrections to feedback@betterbuys.com.

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