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Bangalore, China, London, Malaysia,
Mumbai, Delhi, Singapore |
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Aligning your performance management systems to current
business challenges |
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| Performance
Management Programmes |
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Managing performance at the organisational, team
and individual levels requires the alignment of
goals, priorities and actions to optimize available
resources and turn business strategy into the right
results. People throughout the organisation need to
understand the expectations for their roles, how they
can support their team and the larger organisation,
and how their contribution will be measured and
rewarded in a way that brings out their best
performance. In our design and implementation
consulting, PCl's consultants emphasize four critical
elements of performance management systems: |
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Building agreement on what 'performance' means to
the organisation and how to define and measure
relative performance at business, team and individual
levels in ways that gain people's commitment |
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Ensuring that the forms, processes, guidelines and
communications used for performance management are
user-friendly and add real value to the system |
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Equipping management and the broader workforce
with the skills and mindset to fully engage in the
performance management process, not just in its
formal steps, but in the coaching, mentoring and
performance counseling activities that produce real
impact |
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Emphasizing continuous performance improvement and
the motivation to address today's and tomorrow's work
challenges through personal and team learning and
investment in career growth |
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Our performance management guidance and
deliverables are tailored to the client's
requirements, issues and objectives. They include
the. following services: |
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Organizing and conducting a
joint programme design (or re-design) process
using structured discussions and relevant 'best
practice' briefings
with management and HR staff. The resulting design
decisions are confirmed through output reports
covering major elements of programme content and
structure. A review and
benchmark evaluation of the organization's
current practice is often a starting point for this
design process. |
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Facilitating targeted
workshops with the organization's leaders and
HR to develop key components of the performance
management system. Depending on the approach, these
may include tools like the
Balanced Scorecard, a cascading
MBO process, EVA
measurement or a visioning workshop on organisational
mission and values. |
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Conducting skill building
sessions on the Performance Manager roles of
coaching, mentoring and
performance counseling, including on-the-job
skill application. |
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Identifying and defining key
performance competencies, with detailed behavioural and/or chnical skill indicators, needed
by the business and applying them in customized
assessment, selection and development tools. They may
represent organisation-wide
core competencies or those critical to
particular roles or functions. |
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Supporting programme implementation with a range
of resources that include implementation planning,
transition assessment,
communications templates and training modules
relevant to certain programme designs such as
performance target setting,
performance evaluation, relative ranking procedures,
competency rating and feedback, and interpretation of
competency feedback for
personal development plan. |
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