Steve Mele
Talent & Reward l M&A l HR Transformation l Project & Interim Management

 

Consulting Group

 

 

 

 

 

Performance Management

We design performance management programmes in collaboration with clients.  Programme design is driven by the Company's needs. Performance Management Cycle

 

• Goal setting aligned to the business goals

• Managing performance through feedback and formal & informal discussions

• Professional development

• Periodic Assessment

• Serve as the basis for compensation plans

 

 

Performance Management

We design performance management programmes in collaboration with clients.  Programme design is driven by the Company's needs. Typical Performance Management Cycle

 

    • Goal setting aligned to the business goals

    • Managing performance through feedback and formal & informal discussions

    • Professional development

    • Periodic Assessment

    • Serve as the basis for compensation plans

 

 


Typically, performance management programmes revolve around the Company's fiscal year with objectives
set at the beginning of the year and individual and team performance assessed at the end of the year. There are no rules governing the number of objectives but conventional
wisdom suggests that 10 or fewer objectives is
recommended.
Performance Management Cycle
Performance Management Cycle
Performance Scorecards
Performance Scorecards
Another critical aspect to improved performance is two-way feedback occurs throughout the year. Evidence-based feedback close to the observation and done constructively leads to improved performance. The key to a successful programme is setting goals that are truly aligned to the Company's business.

The scorecard has become very popular in recent years as it provides a framework for objective setting aligned to the Company's goals. A critical component in this dynamic process is the availability of the Company's fiscal goals prior to the start of individual objective setting.