Performance Management
Is This Where  The Performance Pain Is?
- Is your performance system linked to corporate strategy?
- Are your employees familiar with the strategic direction and understand their roles?
- Have you established key performance indicators with extensive employee involvement?
- Do your staff have measurable objectives that mirror your organisational strategy ?
- Do you have methods to measure and report on performance?
- Are your employees in touch with 'how' they are working to support their objectives?
- Do managers know how to give feedback and coach staff towards goal achievement?
- Does your performance system link results to rewards?
- Do you have line management participation and commitment?
- Do you want the performance management system to support the aims and development needs of employees?
We can help with a complete performance advisory service
- Auditing, diagnosing , and improving your performance system
- Creating customized performance objectives and competencies
- Training your managers and staff to measure & manage performance
- Showing your managers how to review and appraisal performance
- Offering web based measurement systems with training
How Core Measures can get your company on the right performance track
Performance Management Advisory Services
We can help in all areas from:
analysis, design, training, review and reward support
| Facilitate Strategic Focus |
Create a framework for vision development, critical success factor analysis and values for cultural growth. We help determine a dashboard of financial and non-financial metrics to guide current and future performance. We establish key measures that align individual, organisational and cross-functional initiatives to meet customer and shareholder needs. |
| Audit and Assessment of Your Performance System |
Identify areas for development and make recommendations.Includes internal interviews, focus groups & surveys with prepared & presented reports. We can help pave the way for management buy-in for change. |
| Design Performance Management Systems |
Present the concepts, identify the need and deliver the system. |
| Create Performance Management Objectives |
Design objectives as well as facilitate performance-planning sessions. |
| Design Performance Competencies |
Design performance related suites of competencies and behaviours for your system and discuss appropriate measurement methods. |
| Prepare Performance Management Policy Manual or Handbook |
Complete purpose specific policy, procedures and process manuals. These can be HR policy manuals or specifically designed as an employee performance development handbook. |
| Conduct Performance Management Training |
Conduct management & staff training in all aspects of Performance Management. Performance planning, competency development, tracking, feedback & coaching, mid year review and appraisal. |
| Conduct Performance Management Administrator Training |
Offer 1-3 days customized training. We believe ‘PM’’ administrators need training in the system too. E.g. A manufacturing company with a 2,000 strong workforce felt its HR team could not support the whole company. We trained 12 administrators as coaches in the system over 3 days. |
| Design and facilitate Performance Management 360/Multi-Rater Feedback |
Provide 360 degree feedback for leadership development, ‘potential’ succession planning exercise or part of appraisal. We can create, administer, evaluate and provide feedback and coach participants E.g. A telecommunication company wanted feedback on their management’s leadership ability. We designed, evaluated and fed back data in a I day development planning session. |
| Conduct Performance Management Instructor Certification |
Transfer technology. Workshops last from 2-5 days and are customized to suit your needs. E.g. An organisation wanted the consultant-led management workshops cascaded down to supervisors and staff in another language. We trained 6 facilitators in a 5-day workshop. |
| Communicate new Performance Strategy |
Determine the rationale and benefits for change and then work with internal resources to create appropriate communication channels to support the introduction of a new performance management system. anagers |
Read More About:
o The Importance of Measurement
o Why Measure Employee Performance?
o Which Performance Systems Are Most Effective?
The Importance of Measurement
Both on a corporate and individual basis,
measuring and evaluating performance
is central to determining the success of any business
‘We cannot manage what we cannot measure’ is a well used expression. For the performance planning component of a performance management system to be effective, we need to get the metrics right. However, some fundamental problems remain in most companies. Measurement is difficult for at least three reasons. It is not always obvious what should be measured. Even if you know what to measure, it is not often clear how the measurement should be done. Not everything can be easily measured thus teams and individuals give up when faced with measuring something supposedly intangible. Unfortunately, the strongest drivers of achievements are often the intangible factors:- relationships with customers and/or employees, intellectual property, innovation and quality. If these are important, then they should be measured, because "what gets measured gets done".
Why Measure Employee Performance?
A study of 120 companies based in Singapore (Mills, C 'Performance Management Under the Microscope 2003', SHRI) identified five key reasons for using a performance measurement system:
Which Performance Systems Are Most Effective?
Performance measurement systems have gone through many changes
oscillated between qualitative and quantitative approaches
with benefits and shortfalls cited at every turn.
The type and design of the performance measurement system is important. It can determine whether the company believes that employees are accountable for business results and how they work and whether staff development is valued. It can also indicate if the system is geared just to take a cursory glance over the year just passed. If we fail to get the measurement system right it has repercussions on consistency and objectivity for the rest of the year. Subjectivity kicks in and we will have difficulties in rationalising ratings at appraisal which culminate in a skewed bell curve and the introduction of the de-motivating forced ranking.
A successful performance management system fits the following criteria:
It is linked to corporate strategy.
It establishes performance goals with extensive employee involvement.
- It provides methods to measure and report on performance.
- It provides periodic feedback and planning for performance improvement.
- It links rewards to results.
- There is line management participation and commitment
- The human resource department plays a facilitating and supporting role
- The performance management system supports the aims and development needs of employees.
Core Measures’ expertise show higher levels of satisfaction with specific approaches to measuring and managing performance. Companies with systems to manage the performance of their people outperform others. Many of our clients showed significant improvement in their business results after implementing a system which drives employees’ attention on performance and rewards results.
Core Measures’ multi-step process for measuring performance focuses on:
Performance management should be the lifeblood for managing people at all levels in any organisation. However, if you feel a transfusion is needed to breath new life into your organisation, call us. We are easy to work with, look to understand your needs and are proud of our success rate.
Click HERE to contact us.
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