List of In-House Performance Management Customers
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Since 2010, our global team of researchers has been studying In-House Performance Management customers around the world, aggregating massive amounts of data points that form the basis of our forecast assumptions and perhaps the rise and fall of certain vendors and their products on a quarterly basis.
Each quarter our research team identifies companies that have purchased In-House Performance Management for Performance and Goal Management from public (Press Releases, Customer References, Testimonials, Case Studies and Success Stories) and proprietary sources, including the customer size, industry, location, implementation status, partner involvement, LOB Key Stakeholders and related IT decision-makers contact details.
Companies using In-House Performance Management for Performance and Goal Management include: Amazon, a United States based Retail organisation with 1578000 employees and revenues of $637.96 billion, Google, a United States based Communications organisation with 190820 employees and revenues of $402.84 billion, Adobe, a United States based Professional Services organisation with 31360 employees and revenues of $23.77 billion and many others.
Contact us if you need a completed and verified list of companies using In-House Performance Management, including the breakdown by industry (21 Verticals), Geography (Region, Country, State, City), Company Size (Revenue, Employees, Asset) and related IT Decision Makers, Key Stakeholders, business and technology executives responsible for the software purchases.
The In-House Performance Management customer wins are being incorporated in our Enterprise Applications Buyer Insight and Technographics Customer Database which has over 100 data fields that detail company usage of software systems and their digital transformation initiatives. Apps Run The World wants to become your No. 1 technographic data source!
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| Logo | Customer | Industry | Empl. | Revenue | Country | Vendor | Application | Category | When | SI | Insight |
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Adobe | Professional Services | 31360 | $23.8B | United States | In-House Applications | In-House Performance Management | Performance and Goal Management | 2012 | n/a |
In 2012, Adobe implemented an In-House Performance Management system known internally as Check-in. The In-House Performance Management application is categorized as Performance and Goal Management and centralizes goals, employee development and real-time feedback for employees and managers.
The deployment centers on a web-based goals and feedback dashboard as a primary module, enabling goal creation, ongoing development planning and in-the-moment feedback workflows. The application supports recurring check-ins, employee self-assessments and consolidated visibility for managers through dashboarded summaries and activity logs.
Adobe executed the program as a United States and global rollout under HR sponsorship, embedding the In-House Performance Management application into manager and HR operating procedures. Governance focused on centralized HR oversight of adoption, standardization of check-in cadences and the alignment of feedback practices with talent and people management processes.
Adobe reports that the HR program saved roughly 80,000 manager hours and reduced voluntary attrition, outcomes attributed to the use of the In-House Performance Management web-based goals and feedback dashboard according to Adobe's description.
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Amazon | Retail | 1578000 | $638.0B | United States | In-House Applications | In-House Performance Management | Performance and Goal Management | 2015 | n/a |
In 2015, Amazon implemented an In-House Performance Management application as an internal HR initiative in the United States. The In-House Performance Management application included an Anytime Feedback tool and is categorized as Performance and Goal Management, enabling employees to submit peer feedback to managers within the company performance ecosystem.
The implementation centered on continual peer to manager feedback, with the Anytime Feedback capability configured to allow anonymous submission and ongoing commentary outside formal review cycles. As an internal application, the In-House Performance Management deployment operated within Amazon HR processes and was designed to support continuous performance conversations and manager visibility into peer input, consistent with Performance and Goal Management functional terminology.
Governance and operational coverage were focused on the United States HR population and manager community, and the rollout generated widely reported controversy and reports of misuse that affected employee experience. The narrative highlights that the In-House Performance Management application required policy and process controls around anonymity and feedback governance to manage employee relations and program integrity.
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Communications | 190820 | $402.8B | United States | In-House Applications | In-House Performance Management | Performance and Goal Management | 2009 | n/a |
In 2009 Google launched Project Oxygen and implemented an In-House Performance Management application to formalize manager evaluation and development, aligning the work under the Performance and Goal Management category. The program was established by People Operations and rolled out in the United States with global application of findings and tools across manager populations.
The In-House Performance Management implementation emphasized people analytics and manager-feedback systems, deploying manager evaluation and feedback tools that captured upward feedback, structured review inputs, and analytics-ready data for cohort analysis. Functional capabilities documented in public rework materials include recurring manager assessments, structured feedback collection, and dashboarding for People Operations to surface manager effectiveness patterns, consistent with Performance and Goal Management workflows.
Operationally the program was embedded into HR and People Operations processes, informing manager coaching, performance calibration, and talent development practices across teams. The In-House Performance Management application supported continuous iteration of manager criteria and feedback cycles, with People Operations governing instrument design, rollout cadence, and analytics interpretation for organizational leaders.
Google reported that Project Oxygen and the associated In-House Performance Management tools materially improved manager effectiveness and team satisfaction according to rework findings, and public descriptions infer sustained usage of manager evaluation and feedback modules as central components of the effort. This implementation links Google In-House Performance Management Performance and Goal Management to core People Operations functions focused on manager performance and team experience.
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