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	"Two roads diverged in a wood, and I - I took the one less travelled by, And that has made all the difference." Robert Frost

Performance Management

"Performance management is grounded upon painting a clear picture of the target/expectation at the beginning of the process."

"It's OK to Ask 'Em to Work" - Frank McNair

Performance Management is a dynamic field in the area of Human Resources. Theories and practices abound. Organizations are constantly trying to find the elusive elixir, where the right people get recognized and rewarded while at the same time the organization meets its objectives. To put in place an effective Performance Management System, an organization must ensure: Alignment of the performance parameters to the organization’s mission, values and culture. Quantifiable and effective Standards of Performance. Rewards the right skills, knowledge and behaviour. An appraisal process that allows for an effective dialogue between the appraiser and appraisee. An appraisal form that captures an individual’s contribution, strengths and areas of improvement.

There are a number of areas where we provide value to our clients Many organizations run multiple performance management systems for different levels, different groups and wish to move to a simple but effective system. Switch to a Competency based Performance Management System. Revamp existing system. Align Organization’s goals, values and performance to individual / unit performance. Introduce a Performance Management System.

To learn more about how we can help... Call now: +65 97514107 Click Here to Email Now

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	Key steps in designing a good appraisal form
	Identify and describe the essential job functions for all managers in support of the mission of the organization. Identify and define the competencies for each of the identified positions. The competencies are grouped under knowledge, skills and behaviour. Develop realistic and appropriate performance standards for each position. Define acceptable performance criteria for each performance rating. Integrate performance and key results expected with ratings and rewards. Construction of the Performance Appraisal Form. Review for ease of use and for meeting the required objectives. Refine.