Our Courses

"We are a Performance Management Company with clear focus on constant performance enhancement of Employees. "

Performance Management includes activities to ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas.

Where PM is applied
The PM approach is used most often in the workplace but applies wherever people interact—schools, community meetings, sports teams, health setting, governmental agencies, and even political settings. PM principles are needed wherever in the world people interact with their environments to produce desired effects. Cultures are different but the laws of behavior are the same worldwide.

Armstrong and baron (1998) defined it as “A strategic and integrated approach to increasing the effectiveness of organizations by improving the performance of the people who work in them and by developing the capabilities of teams and individual contributors”
It is possible to get all employees to reconcile personal goals with organizational goals. One can turn around any marginal business and increase productivity and profitability for any organization, with the transparent and hidden forces embedded in this process. It can be applied by organisations or a single department or section inside an organisation; as well as an individual person.
The process is a natural, self-inspired performance process and are appropriately named the self-propelled performance process (SPPP).
It is claimed that the self-propelled performance management system is:

1. the fastest known method for career promotion;
2. the quickest way for career advancement;
3. the surest way for career progress;
4. the best ingredient in career path planning;
5. the only true and lasting virtue for career success;
6. the most neglected part in teachings about management and leadership principles;
7. the most complete and sophisticated application of performance management;
8. the best integration of human behaviour research findings, with the latest management, leadership
    and organisational development principles;
9. the best automated method for organisational change, development, growth, performance and
     profit;

10. the surest and fastest way for increased motivation, productivity, growth, performance and
       profitability for both the individual and the organisation;
11. the best career builder and career booster for any career; and
12. inspirational, as it gets people moving, makes them self-starters in utilising own talents and
       initiative, automatically like magic.

First of all, deriving from the strategic plan, a commitment analysis must be done, where a job mission statement is drawn up for each job. The job mission statement is a job definition in terms of purpose, customers, product and scope. The aim with this analysis is to determine the continuous key objectives and performance standards for each job position.
Following the commitment analysis, is the work analysis of a particular job in terms of the reporting structure and job description. If a job description is not available, then a systems analysis can be done to draw up a job description. The aim with this analysis is to determine the continuous critical objectives and performance standards for each job.

Benefits
Managing employee or system performance facilitates the effective delivery of strategic and operational goals. There is a clear and immediate correlation between using performance management programs or software and improved business and organizational results.
For employee performance management, using integrated software, rather than a spreadsheet based recording system, may deliver a significant return on investment through a range of direct and indirect sales benefits, operational efficiency benefits and by unlocking the latent potential in every employees work day i.e. the time they spend not actually doing their job. Benefits may

include :
Direct financial gain
●  Grow sales
●  Reduce costs
●  Stop project overruns
●  Aligns the organization directly behind the CEO's goals

●  Decreases the time it takes to create strategic or operational changes by communicating the
    changes  through a new set of goals

Motivated workforce
● Optimizes incentive plans to specific goals for over achievement, not just business as usual
● Improves employee engagement because everyone understands how they are directly contributing
    to the organisations high level goals
● Create transparency in achievement of goals
● High confidence in bonus payment process
● Professional development programs are better aligned directly to achieving business level goals

Improved management control
● Flexible, responsive to management needs
● Displays data relationships
● Helps audit / comply with legislative requirements
● Simplifies communication of strategic goals scenario planning
● Provides well documented and communicated process documentation

Instant Enquiry