Performance Management

Our client, a private corporate in the manufacturing sector, chose to implement a major strategic change initiative. Based on their core business priorities, we ran a factor-analysis and identified four key factors/or goals, for performance management:

  • Between-person applications – included evaluating the performance of employees from the HR records of compensation/raises, promotions, job rotations and functions
  • Within-person applications – included feedback on individual performance, assessment of strengths and weaknesses as well as further identification of training needs for job success and career advancement
  • Consolidation of best practices – included a customised competency framework and a training schedule championed by strategic groups to propagate a productive organisational climate
  • Impact analysis – to validate choices and evaluate the ROI on the plan