Performance Management

"The Test of an Organization is not genius.   It is its capacity to make common people achieve uncommon performance"  - Peter Drucker

A well developed and integrated Performance Management System with aligned goals, clear measurement metrics can enhance staff engagement and motivation, ensure achievement of common goals, and realize company cultures and values

In creating a sustainable performance management system, there are 4 critical elements.
We offer comprehensive consultancy and training solutions in support of the 4 stages
 


PMS Program Design – one PMS does not fit all, within the same organization, different levels of executives,  management  & staff will need to be measured using different metrics to reflect their roles and responsibilities .  There are broadly 5 different design model  we develop

  1. Balanced ScoreCard (BSC) – based on 4 areas of People, Customer, Process, Profit or Cost
     
  2. Management by Objective (MBO) – using Key Result Area or Key Performance Indicators 
     
  3. Competency based – competencies or behaviors aligned with company values and cultures
     
  4. 360 – based on well-defined competencies,  a 360 or 180 performance evaluation program can be built using our CustomView 360 system
     
  5. Combination – it is quite typical that a combination of BSC or MBO and competencies are used as metrics of performance measurement.  We tailor develop an optimal approach that fits the client’s unique situation and requirement.  For example, for senior management,  a BSC or MBO approach carries more weight while for junior level staff, a competency based approach may be dominant method of performance measurement 
     


Goal Alignment – Top down cascading process

We facilitate tailored workshop for top executive teams, middle management teams,  vertical business units or functional teams to set meaningful, realistic and aligned goals.
In so doing,  goals are broadly aligned and agreed to,  to ensure achievement



Communication – how is PMS linked

PMS is an important and sensitive process, since it affects all levels in an organization; and in different ways is linked to reward.   Careful and clear communication of any changes in PMS  and or results of PMS is therefore critical.  Lack of or in adequate communication can lead to misinterpretation, misuse and demotivation.
We provide consultancy advice to help clients conduct briefings,  and or use other forms of communication around PMS to ensure clarity and acceptance



Training - for Appraisers and Appraisees

We provide 2 levels of training to appraisers and appraises for effective execution of PMS.

  • Appraiser Training – based on the company’s unique PMS model, 2 tailored training workshops can be offered: one  is in performance goal setting for their staff, the other is about conducting performance evaluations based on goals and competencies, and in giving constructive feedbac
     
  • Appraisee Training – 2 training workshops are offered to help appraisees set goals for themselves, conduct self-evaluation  on goals and competencies , and to receive feedback with a positive mindset