When business goals and workforce alignment are linked, a powerful synergism is created through mutual support that allows companies to elevate customer service, provide shareholders with the highest possible return and build employee satisfaction and commitment. Utilizing performance management and measurement tools is one way to ensure your targeted results.
Performance Management Systems
Employees today are looking for opportunities to make a contribution as well as experience emotional and financial job satisfaction. Common questions asked are,
- “How is my work performance viewed by my boss”?
- “How does my job fit into the big picture”?
- “What am I worth to the company”?
- “What are my options for career advancement, and what do I need to do to get promoted”?
360/180 Degree Feedback Processes
Our 360 or 180 -degree feedback processes are available for leaders, managers & supervisors, and individuals. All instruments measure competency skills and allow participants to receive feedback relative to the usage of each competency. With thoughtful feedback in all of these areas, from oneself, peers, supervisors, and direct reports, an individual can gain valuable insight into both development needs and areas of strength.
Performance Tracking System
Developed by HR professionals, HRTPS makes performance management easier and more effective than ever before with an automated system. This is a highly flexible system that is internet accessible 24/7 from office or home, operates with standard web browsers, easy online instructions, and no software to buy or maintain. It transforms data into strategic reports that identify top performers and employees’ needing special support, tracks progress toward achieving planned goals, and shows you what departments require additional training.
Measuring ROI for Training Results
We ensure that the programs recommended to our clients are targeted to meet the requirements of participants and the organization. A needs analysis is used to identify performance gaps, objectives are established to develop the desired behaviors, program design is created to support the retention of critical learnings, and return on investment is defined through a goal setting process at the conclusion of each training session. Action plans can be linked back to performance goals at appraisal time with financial projections regarding training ROI.