HR PERFORMANCE MANAGEMENT

HR Performance Management

HR Performance Management

Performance management should be at the heart of the process of human resource management of any company, let alone in a recessionary climate, when employees feel threatened and that talent should be strengthened. The creation and implementation of a comprehensive and consistent performance management enables HR departments to align sector managers and employees on business goals. The starting point of such a program should involve an assessment of each employee. However, for many companies, evaluations have become an administrative chore rather than a means to provide tangible added value to employees and the entire company.

Many authorities simply to tick boxes rather than taking the time to meet employees face to face to improve and drive performance. There is therefore no surprise that nearly one in three believes the annual assessment as a waste of time, not as a key moment in their career development. A process of performance management mishandled can cause a disengagement of the most talented employees and even their departure. The lack of opportunities for advancement or internal developments invariably results in dissatisfaction of the workforce, high rates of absenteeism, morale and lower productivity. Employees leave their jobs more often because they do not distinguish any prospect of career development for purely financial reasons. (Talbot, 2005)

Strategic potential can be converted only by consistent implementation of strategy in value creation and operational excellence. In the strategy implementation, we support our customers with a customized strategic performance management system. The focus is on three objectives:

•Comprehensive financial quantification of strategic objectives

•Intersection of technological, market and financial planning and control systems

•Anchoring of a comprehensive strategy orientation and refocusing of the planning to strategy.

Our Approach

The main condition for implementing a strategic performance management system is the existence of a fully formulated strategy and market-oriented financial overall objective. In the specification and implementation, we support in the following fields of activity:

•Definition of an integrated strategic and financial target system

•Identification of performance gaps and their systematic analysis

•Building strategy of determined value driver logic and translation into dynamic simulation models

•Systematic identification, assessment and control strategy-related earnings volatility (risk and potential opportunities)

•Formulation, selection and prioritization of project and portfolio measures and building an ongoing implementation monitoring

•Operationalization of strategies by activity-based medium-term plan as a starting point for the disposal of operating budgets

•Implementation of an addressee-oriented reports for effective decision support in strategy implementation

In addition to the design of the individual system elements of the Strategic Performance Management, we place great value on their fit with mission-critical conditions such as comply with the goals of incentive schemes, integrated management processes and a strategy-compliant design organization.



Your Benefits

Contrast the approach in Strategic Performance Management (SPM) sees itself as an integrated link between strategy formulation and operational implementation. At the end of a project is a strategic performance management system that enables the sustainable management realized the potential benefits:

•Implement the strategy by translating them into coordinated strategic and financial objectives (target system)

•Systematic Identification of performance gaps, their causes and possible remedial measures ("the path ...