As an SPHR and 20+ years HR experience, nothing beats the experience of being in the HR trench. You see and hear a lot of dysfunctions as well as successes in your OD system. You then learn from this and go back to your OD system to make the improvements. This in a nutshell is my philosophy behind developing this application.We all know HR is dynamic and a balancing act. To achieve this balancing act, there are 5x core HR systems (Talent Management, Compensation, Performance Management, Training, and Succession Planning) that must all be in place. Therefore, it intrigues me why other HR applications are piece meal. Why would anyone think that a performance system could achieve its purpose without a training system to support it? Or why would you not have a system to manage Job profiles and competencies in real-time? In my experience, when you give feedback to an employee about improving performance, the employee want to know what competencies are tied to improving their performance. Because knowing this, you can develop the training plan to target the competency. This and all other employee engagement activity has to be very transparent to the employee. Transparency leads to HR integrity, that ultimately builds trust in your organization development system.This mindset is what separates HRcogs from the field.Watch the demo: https://www.hrcogs.com/video_intro.php