Cezanne 7: Why a New Version?

When a software company decides to develop a new version of a product, it needs to have a clear understanding of the objectives it wishes to achieve.

In 2003, when we started working on Cezanne 7, we set ourselves a goal to increase manager’s involvement in the career management processes of their team, to help improve employee motivation and performance.

Three years later, we examined whether this goal is still relevant by collecting information from surveys published during 2006. Here are the key findings:

- Only 40% of employees think that their company is able to retain the best people
- Only 41% believe that performance evaluations are effective
- Only 58% responded positively about the level of training received for their job
- The majority feel that they don’t have opportunity for growth and, moreover, that they don’t know how they can change this.
- Less than half of employees (excluding managers) think that the company is interested in their well-being.

These results carry an important message on subjects such as talent management, employee performance management, career development and the company environment.

To find out more, we can look at various surveys relating to line managers:

- The majority of executives think that lack of time and attention from line managers is the main obstacle for effective talent management (McKinsey, 2006)
- Less than 20% of all companies reward their line managers for the development and strengthening of their team (CIPD, 2006)
- Less than 40% of companies allow their line managers to access systems for managing their people (CIPD, 2006)

These studies show that in the majority of companies, line managers don’t have the time, incentives or the tools required to develop their team as effectively as possible.

The primary goal of Cezanne 7 has been to equip managers and HR professionals with these tools, empowering them to become more involved in talent, performance and compensation management. Our survey results clearly show that this goal is still relevant today.

Three years of research and development, 120 new features, 14 improved functional areas and 2 new products combine to make Cezanne 7 a powerful tool for people and talent management in the next decade. What can I do now that I couldn’t do in the past?

Cezanne 7 includes an exciting mix of new and improved functionality to help meet the challenges highlighted by our survey results.

Choose from a wide range of modules
The Cezanne suite includes a total of 12 products, available as a fully integrated solution or as stand-alone modules. This line up includes two completely new products: E-Survey and Stock Option.

Improve Processes and Communication
In Cezanne 7, processes are streamlined and communication effectiveness is increased. The latest version includes:
- A redesigned, next generation user interface
- Home page configuration
- A new workflow editor
- Integration with e-mail systems
- New and improved recruitment processes
- Improved drill down and a more powerful reporting system

Invest in Employee Performance and Career Development
The biggest improvement to your people development ROI is gained through:
- Improved assessment tools
- Individual development plans
- Cascading objectives
- Training planning with simulations

Reward your employees effectively
Compensation planning has always been an area of expertise for Cezanne. This has been further strengthened in Version 7 to include:
- Automation of the salary review process
- Easier forecast implementation


So, in answer to the question “Why a new version?”, the primary goal of the Cezanne 7 project has been to build a powerful, easy-to-use and intuitive system that can meet the challenges to human capital management faced by modern businesses.

Our clients and market research both confirm that this is still extremely relevant for HR professionals today.

We would like to thank all of our customers for their ideas and enthusiasm which have allowed us to create the Cezanne 7 suite.

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