Performance Management

Performance Appraisal Systems Design
  • Assessment to determine the system’s intended purpose
  • Designing, implement, and evaluate the system.
  • Pilot run of system
  • Knowledge transfer to HR and Executive Team

 

Performance Management Systems Design
  • Identify & Engage key stakeholder groups in the design of the system
  • Clear definition of goals & objectives of the system through a Design Committee representing all stakeholders
  • Align staff goals with the goals of the organization
  • Foster joint accountability and ongoing partnership between superiors and employees
  • Encourage regular two-way feedback
  • Address both the “what” and “how” of performance
  • Impact performance positively and support development for current and future roles
  • Recognize accomplishments and the right behaviors

 

Workforce and Succession Planning Advisory

Workforce planning is a systematic process for identifying the employees required to meet organizational goals and developing the strategies to meet these requirements. Workforce planning is not a one-time event; it’s about developing competencies to address workforce issues over time.

Succession planning is an important subset of workforce planning, designed to ensure the continued effective performance of an organization, division, or work group, by making a provision for the development and replacement of leaders over time.

We advise you on how to:

  1. Review the department’s strategic plan
  2. Identify mission-critical work functions
  3. Identify staffing requirements
  4. Project workforce supply
  5. Analyze workforce gaps
  6. Develop priorities and solutions
  7. Evaluate the plan

 

Career Matrix Consultancy

We advise you on how to:

  • Analyse Roles & Responsibilities
  • Develop & Implement Career Conversations.
  • Develop a Career Matrix for your Organisation

 

Training Needs Analysis

We help you with developing a customised analysis to identify training and development needs that are relevant to business leaders’ actual needs through a range of tools and techniques such as:

  • The 6D’s – consultation with persons in key positions, and/or with specific knowledge
  • The ADDIE model is the generic process traditionally used by instructional designers and training developers. The five phases—Analysis, Design, Development, Implementation, and Evaluation—represent a dynamic, flexible guideline for building effective training and performance support tools.
  • Direct observation
  • Questionnaires, interviews and focus groups

 

Talent Audits

SEE Talent Audits in Definition

We advise on various talent audit methods and systems that will provide access to skill comparisons and overall success potentials with predictive accuracy. Talent audits are used to:

  • Set up high potential programmes for Management
  • Implement succession planning programmes
  • Implement new organisational people strategies
  • Restructure in a downsizing mode or look to re-deploy people resources