Interbeing care connect software system ("ICC")

Abstract

The solution to the technical problem of having the software components being applied to employee elements in order to: (1) generate data in a single software platform that can be used by management in an organization to analyze such data, thereby having the information necessary to improve employee wellbeing, and (2) to provide a software platform with features that enable the generation of such data; is provided by the software described in this patent application (the "software"). The "software components" are the components of the software, i.e. the indicators, data analytics, interactive platforms, features, resources and tools that are available on the software platform to be applied to the employee elements. The "employee elements" are the elements of employee wellbeing and engagement, i.e. wellbeing, development, performance management, profile-creation, appreciation, connection, surveys and event management that constitute the menu of items that are available to users of the software.

Description

[0001] Ref: AS / ICC / PAT-002

[0002]

[0003]

[0004] 1. TITLE OF INVENTION:

[0005] Rule 5.1(a), Section 204(b)

[0006] INTERBEING CARE CONNECT SOFTWARE SYSTEM

[0007] ("ICC")

[0008] 2. TECHNICAL FIELD:

[0009] Rule 5.1(a)(i), Section 204(a)(i)

[0010] INDUSTRIAL CATEGORY OF PATENT (TECHNICAL FIELDS TO WHICH IT RELATES)

[0011] This patent relates to software technology and it is a software solution comprising of a software product and software tools developed by the inventor to support the software product. The software solution is in the field of human resources, in particular employee wellbeing, performance management, employee engagement, employee appreciation, social connection, surveys, event management and data analytics relating to the aforementioned. The software can be deployed in various ways on different technical platforms in the software industry such as: web-based 'Software as a Service' (SaaS), mobile phone applications, desktop and laptop applications. Users will have options in

[0012] Copyright©: Aerotechnic / Ashie Singh 2024 - Patent: Interbeing Care Connect Software (Unauthorised Use Prohibited)Ref: AS / ICC / PAT-002

[0013] terms of how they wish to use and interact with the software in terms of the technical platform that they wish to use.

[0014]

[0015] 3. BACKGROUND ART

[0016] A. NOVELTY & PRIOR ART

[0017] 1. A search of global patent databases for patents in the field of employee experience and wellbeing software, and a perusal of the results of the aforementioned search which yielded details of patents, do not reveal any patent which might constitute a prior art, or a patent that exists, for the subject matter of, or the Claims in this patent.

[0018] 2. Relevant keywords such as "employee", "wellbeing", "performance management", "surveys", were included in addition to the keywords used for software.

[0019] 3. The same was done for "appreciation", "recognition", "indicator", "events announcement" and "social wall" \n relation to employee software solutions.

[0020] 4. The subject matter constituting this patent is therefore novel, and it currently does not exist.

[0021] 5. Aside from patents relating to employee software solutions in the above mentioned fields, there are no patents that relate to solutions in any other platforms in the manner in which this solution (ICC) does, and for which patent protection is sought in this patent.

[0022]

[0023] Ref: AS / ICC / PAT-002

[0024]

[0025] 4. DISCLOSURE AND SUMMARY OF INVENTION

[0026]

[0027] A. DISCLOSURE AND EXPLANATION OF THE PATENT CLAIMS

[0028] 1. The patent claims are for a software solution that gives effect to, and which is characterized by wellness indicators, data analytics, interactive platforms, features, resources and tools for employee: wellbeing, development, performance management, profile-creation, appreciation, connection, surveys and event management that has been invented by the applicant for this patent, and which has been disclosed in this patent.

[0029] 2. The above-mentioned components of the software, i.e. the indicators, data analytics, interactive platforms, features, resources and tools, shall hereafter be collectively referred to as the "software components".

[0030] 3. The above-mentioned elements of employee wellbeing and engagement, i.e. wellbeing, development, performance management, profile-creation, appreciation, connection, surveys and event management, shall hereafter be collectively referred to as the "employee elements".

[0031]

[0032] Ref: AS / ICC / PAT-OO2

[0033] The Technical Problem:

[0034] Currently, employee elements are done manually in organizations. Many, if not all of the employee elements are paper-based, or where they are software based, existing ERP (enterprise resource planning) software that serves other organizational purposes is used for some of the employee elements. Purpose-built software exists in isolation for some of the elements, but not for all of them, and such software is not developed for all of the elements, let alone being capable of being used for them in an interconnected manner such as the ICC does, as set out in this patent application.

[0035] The technical problem is therefore that the employee elements are not currently available in a single software platform, and in an interconnected manner that enables the data that is generated by such processes to be collated from the individual employee elements and consolidated and analyzed in a single software platform to provide output that enables various users to view information about a specific employee across all of the employee elements.

[0036] The Solution:

[0037] The solution to the technical problem is therefore the above paragraph stated in the positive, i.e. in the ICC software platform and solution, the employee elements are available in a single software platform, and in an interconnected manner that enables the data that is generated by individual HR (Human Resources) processes to be collated from employee interaction in the individual employee elements, and consolidated and analysed in a single software platform to provide output that enables various authorized users of the software to view information about specific employees across all of the employee elements.

[0038]

[0039] Ref: AS / ICC / PAT-OO2

[0040] Advantageous Effects:

[0041] • Timesaving: various HR processes are available electronically on a single platform - no need for paper-based documents.

[0042] • Corrective Action can be taken in a timely manner by management, since the information is available immediately.

[0043] • Analysis by management of various employee elements: management can generate reports and provide analysis of trends more expeditiously.

[0044] • Organization-wide HR analytics and data available to leadership in a single platform.

[0045] • Access to all authorized and relevant role-players is granted by the system, ensuring that confidentiality of employee data and their privacy is maintained.

[0046] • Single, user-friendly electronic platform for management and employees to interact on performance management.

[0047] • Tracking of progress with employee performance objectives.

[0048] • Feature available for prompts and messages to be sent on devices widely and commonly used by all role-players such as mobile phones and tablets.

[0049] The software performs the functions required to give effect to ICC. The software also has additional features to enhance the basic functionalities of ICC which are described below, and for which patent protection is sought.

[0050] BACKGROUND & CONTEXTUAL FRAMEWORK

[0051] The Interbeing Care Connect (ICC) software is a customizable Software as a Service (SaaS) platform designed to foster high-performance organizational cultures by enhancing employee experiences and optimizing organizational processes. The ICC platform currently offers a range of features and modules, with ongoing enhancements planned forfuture development. A standout feature— and the platform's unique selling point— is its Wellbeing Indicators,

[0052]

[0053] Ref: AS / ICC / PAT-002

[0054] Resources, and Objective Setting capabilities, which are designed to make wellbeing an employee-driven initiative.

[0055] This innovative approach empowers employees to take accountability for their personal development and track their progress in ways that align with their learning styles, available time, and levels of commitment. By placing wellbeing ownership in employees' hands, the platform enables scalable impact, as each individual actively engages in managing their development journey.

[0056] A key aspect of the Wellbeing Indicators feature is that employees participate in wellbeing surveys and assessments in a manner that guarantees 100% confidentiality, creating a safe and non-judgmental space for employees to reflect on their wellbeing honestly. This fosters trust and openness, encouraging employees to engage fully with the process.

[0057] Simultaneously, the ICC software leverages powerful data analytics to provide organizations with anonymized insights into collective wellbeing trends. This ensures that organizations can design and implement targeted, organization-wide initiatives to enhance workplace wellbeing while maintaining individual privacy.

[0058] By blending individual accountability with organizational oversight and ensuring confidentiality, the ICC software delivers a holistic solution that aligns personal wellbeing with organizational success. Its flexibility and customization capabilities ensure it meets the unique needs of each client, driving employee engagement, productivity, and a thriving workplace culture.

[0059] Copyright©: Aerotechnic / Ashie Singh 2024 - Patent: Interbeing Care Connect Software (Unauthorised Use Prohibited)Ref: AS / ICC / PAT-002

[0060]

[0061] 5. BRIEF DESCRIPTION OF DRAWINGS

[0062]

[0063]

[0064] Summary of Diagrams:

[0065]

[0066] DIAGRAM 1

[0067] PROCESS FLOW: InterBeing Care Connect (ICC): WellBeing Indicators, WellBeing Resources and WellBeing Objectives

[0068] Refer to Diagram 1.

[0069] STEPS IN THE PROCESS

[0070]

[0071] Ref: AS / ICC / PAT-OO2

[0072] InterBeing Leadership PTY LTD (IBL) designs, develops and deploys Wellbeing Indicators & Resources

[0073] • WellBeing Indicators

[0074] o IBL designs and develops wellbeing indicators to assess various aspects relating to employee wellbeing (physical, emotional, social, financial)

[0075] o These indicators are pushed from Interbeing Leadership - InterBeing Care Connect Admin to participating organizations

[0076] o IBL designs reports that are uniquely collated, based upon how the respondent answers the questions in the indicator

[0077] o The report is emailed directly to the participating employee only

[0078] o IBL receives raw data relating to the individual responses submitted by each employee from each organization. The raw data excludes the participants name or any other personally identifiable data. The data is 100% anonymous

[0079] o The raw data is used to compile overall organizational and employee wellbeing analytics that are shared with the organization from time to time.

[0080] o The data analytics will be used by IBL and the participating organization to design and develop initiatives to support improving employee and organizational wellbeing

[0081] • WellBeing Resources

[0082] o IBL designs a variety of self-help tools and resources and publishes these on the software platform for each of the participating organizations

[0083] o The resources may be audio, visual or written media

[0084] o Additional resources include access to coaches and professionals for online coaching / counselling sessions

[0085] o These resources are updated from time to time and made visible to every employee within a participating organization

[0086] > Employee responds to the Employee Wellbeing Indicator

[0087] • Access & Respond to Wellbeing Indicators

[0088]

[0089] Ref: AS / ICC / PAT-OO2

[0090] o Employee accesses the module via the Interbeing Care Connect software platform. o Complete responses to all questions in a particular indicator

[0091] o Receives a unique report in their business email account

[0092] o Accessed and reviews the automated report that is generated by the software, either from their email or from the download section on the application

[0093] o The download functionality is visible only to the employee and is based on a unique employee sign in into the software

[0094] o Only the employee has a view of this report and at his / her discretion may share with the manager.

[0095] • Access Self-Help Wellbeing Resources

[0096] o Each employee has access to the wellbeing resources module in the ICC software o Resources may be in audio, video or text formats

[0097] o Resources may be information sharing or guides and exercises for practical application o Resources may be viewed or downloaded for use by the employee

[0098] o Resources may also be in the form of access to coaches, counsellors, psychologists or any other professional who provides further counselling and support for a particular wellbeing topic

[0099] > Develop Wellbeing plans / Objectives

[0100] o The employee may reflect on the guidance provided in the wellbeing indicator report and decide to develop a wellbeing plan of action by uploading wellbeing objectives onto the system.

[0101] o The objectives are visible to the manager and will encourage wellbeing conversations between the manager and the employee

[0102] o Objectives may be established at any part of the year

[0103] o Objectives are assessed and formally discussed during set assessment periods. Example:

[0104] once a year, every 6 months, monthly etc. The assessment periods are determined by the leadership of the organisation.

[0105]

[0106] Ref: AS / ICC / PAT-OO2

[0107] =^> The employee may seek solutions to the wellbeing challenges that have been highlighted by any of the following methods:

[0108] • Employee Self -Assessment

[0109] o At the agreed to assessment periods, between the employee and the organization, employees will complete a self-assessment in ICC and provide reflective feedback on action taken.

[0110] o The employee documents progress that has been made.

[0111] o The employee documents areas that still need to be focussed on.

[0112] o The employee assigns a status to the objective (example: Complete, In Progress, Off- plan etc).

[0113] • Manager Assessment

[0114] o Manager has a view of wellbeing objectives that are uploaded by the employee on ICC. o The manager comments on any progress that he / she may have observed.

[0115] o The manager comments on any further actions needed, guidance or recommendations. o The manager and the employee have a conversation to discuss the employee selfassessment and the manager assessment and align on next steps in the ongoing focus on wellbeing.

[0116] o The manager may provide any further assistance that the employee requires.

[0117] • Organizational Interventions

[0118] o Based on the data analytics provided by IBL to the client, the client's leadership team may review the data and decide on any further interventions required within the organization.

[0119] o This data may be used by the organization in any manner that enables continuous improvement on the topic of employee wellbeing.

[0120]

[0121] Ref: AS / ICC / PAT-OO2

[0122] o Data trends may be utilised to develop customised programs / training / coaching sessions for employees.

[0123] o The data has no reference back to any single individual within the organization. There are no personally identifiable fields contained in the data analytics.

[0124] • Document Control

[0125] o Employee reports are saved in ICC for a period of 1 year or for a period that the organization requires document retention.

[0126] o Reports are accessible by the employee only.

[0127] DIAGRAM 2.1

[0128] PROCESS FLOW 1: Wellbeing Connect

[0129] Refer to Diagram 2.1

[0130] DIAGRAM 2.2

[0131] PROCESS FLOW 2: Performance and Development Connect

[0132] STEPS IN THE PROCESS (Diagrams 2.1 and 2.2)

[0133] • Developing Job Profile and KPIS

[0134] o Job Profiles are developed by the Human Resources department or equivalent resource

[0135] o Key performance indicators are established by Human Resources or equivalent resource in consultation with managers, heads of departments and the organizations leadership team.

[0136] o Job profiles and KPI's are shared with employees

[0137]

[0138] Ref: AS / ICC / PAT-OO2

[0139] • Creating Objectives on ICC

[0140] o The employee develops their performance plans, development plans and wellbeing plans in ICC

[0141] o The employee may set up objectives either manually or select from preset objectives that are pre-loaded onto the ICC software by the HR or Admin equivalent within the organization

[0142] o Performance and Development objectives that are set up by the employee, will require the manager to approve the objectives on ICC. No approvals are required for Wellbeing objectives

[0143] o If the manager rejects the objective, the employee will receive a notification to insert an alternative objective.

[0144] o The alternative objective will also need to be approved by the manager o Once objectives are approved and once objective set up period is closed on ICC, the employee may not edit, delete or add any further objectives.

[0145]

[0146] Reviews

[0147] • Employee self-review

[0148] At the agreed to review periods, the employee will complete a self-assessment for performance, development and wellbeing by:

[0149] o Inserting comments into ICC that are reflective of actions taken towards the objectives set.

[0150] o Rate how well they have delivered on the set objectives Example: (Exceeded expectations, met expectations, did not meet expectation).

[0151] o Provide a status update on the objective. Example (on track, not yet started, off plan, in progress, complete, not applicable).

[0152] • Manager review

[0153] o Manager receives notifications on ICC of the updates made by the employee.

[0154]

[0155] Ref: AS / ICC / PAT-OO2

[0156] o Manager reviews the employee inputs on ICC.

[0157] o Manager inserts comments relating to how they have experienced the employee delivering to plan.

[0158] o The manager inserts their view of the status of the objectives (Example: on track, not yet started, off plan, in progress, complete, not applicable).

[0159] o The manager rates the employee's delivery and execution (Example: Exceeded expectations, met expectations, did not meet expectation).

[0160] • Discussion & Sign Off

[0161] o Manager and employee schedule a time for a connected conversation wherein there is a discussion relating to all the above information that has been updated onto ICC.

[0162] o Employee and manager schedule time for a discussion.

[0163] o Meeting between manager and employee takes place.

[0164] o Manager provides feedback to the employee and employee may also provide feedback to the manager.

[0165] o Both manager and employee align on comments and overall assessment of whether the performance, development and wellbeing activity has met, exceeded or did not meet expectations.

[0166] o Both manager and employee align on the status and ratings assigned.

[0167] o Both manager and employee align on what needs to continue, what needs to start and what needs to stop.

[0168] o Where there is a difference between how the employee and the manager rated the delivery on objectives, a consolidation conversation happens and the manager then uploads the rating that both manager and employee aligned on. o Employee and manager acknowledge, in ICC, that the conversation has happened and the date of the conversation. This concludes the sign -off.

[0169] • Document Control

[0170]

[0171] Ref: AS / ICC / PAT-OO2

[0172] o All reviews are stored in the ICC system for a period of 5 years or as required by data retention legislation by country.

[0173] o Once reviews are completed, no further edits may be made to the documents. o Only the employee, the direct manager has access to the document.

[0174] o Special authorised permissions may be granted to HR or equivalent to access and view the performance, development and wellbeing documents.

[0175] o The manager / s within the management hierarchy, may view the document in the system.

[0176] o The document may be downloaded and printed.

[0177] o Job Profiles are stored in the validated in the organizations quality management system and may be uploaded onto ICC.

[0178] o Process documents are stored in the validated Quality Management system and saved in ICC.

[0179] o Training material is stored in the validated Q Management system and saved in ICC.

[0180] DIAGRAM 3

[0181] PROCESS FLOW: Employee Appreciation and Recognition (Aerosmiles)

[0182] Refer to Diagram 3

[0183] STEPS IN THE PROCESS

[0184] • Employee observes outstanding / exceptional behaviour demonstrated by someone within the organization

[0185] o Access the ICC and select the category that the observed behaviour falls within. o Write a description of the behaviour / s that were observed.

[0186] o Enter the recipient's details. (The recipient could be from any outlet).

[0187]

[0188] Ref: AS / ICC / PAT-OO2

[0189] o Submit the electronic Aero sMile award - make it either public or private.

[0190] • AeroSmile award is received by an employee

[0191] o The recipient sees the AeroSmile on the social wall or receives an email notifying them of the award.

[0192] o The same notification is received by the manager.

[0193] o The Aero sMile awards are displayed on the ICC social wall and dashboard.

[0194] • Manager announces recipients

[0195] o The manager may create some excitement in the workplace by announcing award recipients.

[0196] o At the discretion of the organization, rewards may be awarded.

[0197] • Fairness and Consistency

[0198] o Leadership set the tone in driving a culture of fairness and consistency.

[0199] o Training and awareness sessions need to drive ethical behaviour.

[0200] o Analysis of aggregated data at regular intervals could be used to review trends and instil processes for continuous improvement with the system.

[0201] • Document Control

[0202] o All awards issued and received will be stored in ICC for a period determined by the organization.

[0203] o Reports may be drawn to review overall organization status in terms of awards issued. o The data / reports could be further broken down by team / manager / department.

[0204] DIAGRAM 4

[0205] PROCESS FLOW: Social Wall

[0206]

[0207] Ref: AS / ICC / PAT-OO2

[0208] Refer to Diagram 4

[0209] STEPS IN THE PROCESS

[0210] • Employee accepts disclaimer and posts content

[0211] o Access the social wall and "share what's on your mind" by first acknowledging that the content is appropriate.

[0212] o Develop a post with text copy and add images and video content as appropriate o Make the post visible on the social wall.

[0213] • Employee responds to posts

[0214] o Any employee may respond to posts with comments and emoji's.

[0215] • Control

[0216] o The system administrator has access to delete any content that is deemed to be inappropriate.

[0217] DIAGRAM 5

[0218] PROCESS FLOW: Event Announcement

[0219] Refer to Diagram 5

[0220] STEPS IN THE PROCESS

[0221] • Administrator Creates event

[0222] o The designated administrator creates the event on ICC and provides information relating to date, time, venue, description.

[0223] o The event is published onto the ICC homepage.

[0224]

[0225] Ref: AS / ICC / PAT-OO2

[0226] • Employee view event

[0227] o The intended recipients will see the upcoming event on the ICC homepage and receive an email as well.

[0228] • Control

[0229] o Only the system administrator has access to create events.

[0230] DIAGRAM 6

[0231] PROCESS FLOW: Pulse Checks

[0232] Refer to Diagram 6

[0233] STEPS IN THE PROCESS

[0234] • Administrator Creates the pulse check

[0235] o The designated administrator creates the pulse check on ICC.

[0236] o The pulse check is then pushed out to designated employees, teams or the entire organization with a due by date.

[0237] • Employee Participates in the pulse check

[0238] o The intended recipients will see the upcoming event on the ICC homepage and receive an email as well.

[0239] • Control

[0240] o Only the system administrator has access to create pulse checks.

[0241] o Only the system administrator has access to the raw data that is received from employee responses.

[0242]

[0243] Ref: AS / ICC / PAT-002

[0244] O The pulse checks may be set up as anonymous replies or it could ask for the responder to be identified.

[0245]

[0246] 6. BEST MODES FOR CARRYING OUT THE INVENTION

[0247] & DESCRIPTION OF EMBODIMENTS

[0248]

[0249] 6.1 Employee WellBeing Indicator, WellBeing Resources and WellBeing Objectives

[0250] (Read in conjunction with Diagram 1)

[0251] Purpose

[0252] The purpose of the Interbeing Care Connect (ICC) software's wellbeing indicators, resources, and objective-setting features is to empower employees and organizations to prioritize overall wellbeing.

[0253] Through access to a library of wellbeing-related surveys, assessments, and questionnaires, employees gain valuable insights into their personal wellbeing status. The ICC software also provides self-help tools and a curated library of wellbeing resources, fostering personal development and growth.

[0254] Furthermore, the platform's data analytics enable organizations to identify trends and implement targeted interventions to enhance workplace wellbeing. The ability to set

[0255]

[0256] Ref: AS / ICC / PAT-OO2

[0257] wellbeing objectives ensures that both employees and organizations can align their efforts towards measurable and sustainable improvement.

[0258] Methodology:

[0259] 1. InterBeing Leadership uploads wellbeing indicators and resources onto the ICC software.

[0260] 2. Employee's access the Wellbeing Indicator from the InterBeing Care Connect System. 3. Complete the questionnaire and review the guidance provided in the report back.

[0261] 4. Reflect on findings and develop and access self-help resources from the ICC wellbeing resources library.

[0262] 5. Develop wellbeing objectives in the Wellbeing Connect section of the ICC software. 6. Review progress with manager in both formal and informal conversations.

[0263] 6.2 Employee Performance, Development & Wellbeing Connect

[0264] (Read in conjunction with Diagrams 2.1 and 2.2)

[0265] • Methodology:

[0266] 1. Managers and their direct reports utilise the functionality of ICC software to establish performance, development and wellbeing plans, conduct reviews and sign off on delivery at regular intervals.

[0267] 2. In addition to utilising the software, both manager and employee engage in connected conversations to reach alignment on objectives, reviews and sign-off processes.

[0268] 6.3 Employee Appreciation & Recognition

[0269] (Read in conjunction with Diagram 3)

[0270] • Methodology:

[0271] 1. Access the AeroSmiles module on ICC.

[0272] 2. Select the person to be appreciated.

[0273] 3. Select a category that the observed behaviour falls within and complete the details in the form.

[0274]

[0275] Ref: AS / ICC / PAT-OO2

[0276] 4. Publish the AeroSmile publicly on the social wall for all to view and comment on or publish it privately to the recipient only.

[0277] 5. AeroSmiles are awarded to and by all employees, irrespective of organizational hierarchy.

[0278] 6.4 Social Wall

[0279] (Read in conjunction with Diagram 4)

[0280] • Methodology:

[0281] 1. Access the Social Wall from the ICC.

[0282] 2. Confirm content appropriate for posting.

[0283] 3. Post text, pictures or video content.

[0284] 4. Respond to other posts

[0285] 6.5 Events

[0286] (Read in conjunction with Diagram 5)

[0287] • Methodology:

[0288] 1. The designated administrator / s sets up events

[0289] 2. The intended employee groups or the entire organization is kept informed about upcoming events.

[0290] 6.6. Pulse Checks

[0291] (Read in conjunction with Diagram 6)

[0292] • Methodology:

[0293] 1. The designated administrator / s develops pulse checks.

[0294] 2. The intended employee groups or the entire organization participates in the pulse check.

[0295] 3. Data is analysed and drives actions needed by the organization or employees.

[0296] Copyright©: Aerotechnic / Ashie Singh 2024 - Patent: Interbeing Care Connect Software (Unauthorised Use Prohibited)Ref: AS / ICC / PAT-002

[0297]

[0298] 7. INDUSTRIAL APPLICABILITY

[0299]

[0300] A. THE USE CASES

[0301] 1. The ICC software has wide scope and applicability. The use cases for the ICC software are numerous. It can be used in any organization that wishes to monitor employee wellbeing, implement performance management and have an electronic platform for employee engagement through surveys, and events. It will play a critical role in organizations where the leadership (typically through the HR department) wishes to provide an electronic platform to monitor and measure metrics related to the aforementioned employee indicators.

[0302] 2. The subject matter of this patent has application in a variety of industries, governmental organizations, non-profit organizations etc.

[0303] 3. The software can be used globally.

[0304] Copyright©: Aerotechnic / Ashie Singh 2024 - Patent: Interbeing Care Connect Software (Unauthorised Use Prohibited)

Claims

1. Ref: AS / ICC / PAT-0028. THE CLAIMSPatent ClaimsThe patent claims are for:Claim 1The patent claim is for a software solution including a computer program, libraries, user interface, and algorithms that give effect to, and which is characterized by employee wellness indicators, data analytics, interactive platforms, features, resources and tools for employee: wellbeing, development, performance management, profile-creation, appreciation, connection, surveys and event management, all contained in the same single software solution that has been invented by the applicant for this patent, and which has been disclosed in this patent.Claim 2The software platform provides a user interface, features, processes and design (system architecture) computations, and data manipulation carried out by a computerforall of the software components to provide the functionality to enable automated processes for the items comprising the employee elements. "Software Components" are defined as: the components of the software, i.e. the indicators, data analytics, interactive platforms, features, resources and tools. Elements of employee wellbeing and engagement, i.e. wellbeing, development, performance management, profile-creation, appreciation,Ref: AS / ICC / PAT-OO2connection, surveys and event management, shall hereafter be collectively referred to as the "employee elements".Claim 3The patent claim is for a software solution including a computer program, libraries, user interface, and algorithms that contain and give effect to all of the following properties and functionality:

1. Employee Performance Connect: Streamlines the management of performance reviews, enabling organizations to set, monitor, and achieve employee goals and objectives.

2. Employee Development Connect: Facilitates structured development reviews, supporting employees' growth through goal-setting and progress tracking.

3. Employee Wellbeing Connect: Provides tools to manage and monitor wellbeing initiatives, promoting a healthier workplace environment.

4. Wellbeing Indicators: Offers insights into employee wellbeing by assessing and tracking key wellbeing metrics, supporting individual and organizational growth.

5. Wellbeing Resources: Includes a library of self-help tools and resources, enabling employees to improve their wellbeing at their own pace and in their preferred manner.

6. Employee Profile Self-Creation: Allows employees to create and update comprehensive profiles, including employment history, training records, certifications, licenses, and personal documents.Ref: AS / ICC / PAT-OO27. Employee Appreciation: Promotes a culture of recognition through AeroSmiles, a feature that enables peer-to-peer and managerial appreciation across various categories of contributions and behaviors.

8. Social Connection: Features a customizable social wall, encouraging collaboration, knowledge sharing, and a sense of community within organizations.

9. Pulse Surveys: Enables organizations to design, administer, and analyze internal pulse surveys, providing actionable insights for continuous improvement.

10. Event Management: Empowers organizations to broadcast and manage events, fostering engagement and participation.Copyright©: Aerotechnic / Ashie Singh 2024 - Patent: Interbeing Care Connect Software (Unauthorised Use Prohibited)

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