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A-Type:
These employees are able (talented) and performing, at
least, to expectations. These are your reliable
employees! Do you want to lose them? If they leave you
for your competitors, do you realise how much you would
have lost? What can you do to retain them?
B-Type:
These employees are delivering satisfactory performance
even though they lack in ability. Can you imagine the
premium you get if the B-Type employee is work-enabled?
What can you do to get them to be A-Type and to remain
with you?
C-Type:
These employees (Leaders and Workers) are unsatisfactory
in their work performance; they are not delivering
results expected of them. They are also lacking in
ability (i.e. work knowledge, skills and values).
As long as your employees
lack the ability to perform you should enable them with
work-relevant (must-have) training, coaching, mentoring,
etc. But if the C-Type employee does not respond to
enablement and does not contribute do you still want to
keep him in that job?
D-Type:
These employees are able (talented) but are not
contributing or delivering. Why? Do you want to get rid
of such talent – to your competitors? Many D-Type
employees have left one Company to join another only to
be A-Type. What can you do to get them to be A-Type and
remain with you?
You
say: I want to do
things right once and for all! I want to get on with the
business of profit and growth! I need reliable Leaders
and Staff/Workers immediately! How do I go about to
achieve this by way of a TOTAL and LASTING SOLUTION?
Answer:
Design, develop and install the TOTAL WORKPLACE
PERFORMANCE MANAGEMENT SYSTEM (PMS). Get the guidance of
a reliable HR Management Consultancy. It does not
take more than some weeks to get a reliable system in
place and in operation and for you to attain results. By
now you know what “reliable” means – able and delivers.
Hire the expertise of POD (Personnel & Organization
Development (Pte) Ltd) . Like their clients, your regret
will be not having engaged their HR expertise earlier.
You say: We cannot
afford the fee to a Consultancy to have a workplace
Performance Management System.
Answer:
A reliable consultancy is not necessarily unaffordable.
On a self-reliant basis (i.e. doing away with the
consultancy), you can still develop and own the
performance management system competencies so as to
design and install your Company’s very own PMS. And
what’s more, you pay between 10% to 0% of the cost to
acquire, and own, permanently, these competencies and
talent.
There are 3 related phases
toward designing, developing and implementing your very
own reliable workplace PMS.
One phase is to realise
the various elements of performance management. First,
there is performance planning, (jointly between
supervisor and supervisee). Secondly, whilst the
supervisee implements the action plan (in accordance
with mutually agreed performance standards and
deadlines) his supervisor manages his performance by
providing feedback and coaching for better work
performance. Thirdly, the cycle ends with joint
performance appraisal.
Leaders have to understand
the performance management process to use it to lead.
Your leaders learn all this in the course “ADMINISTER
PERFORMANCE REVIEW PROCESS”.
Leaders must have the
knowledge, skills and values to implement the PMS and
how to put into practice and make it work to the benefit
of supervisor and supervisee. Your Leaders learn this in
the course: “IMPLEMENT PERFORMANCE MANAGEMENT PROGRAMME”.
For your reliable
workplace Performance Management System to be
effectively operational, you must develop the programme
for use. Popular practice is to leave this in the hands
of the HR department. This is a system of management to
achieve annual corporate business goals and plans; thus
individual goals must be aligned to business goals. Does
it make sense for Unit Managers to abdicate this key
managerial responsibility. Unit Managers have to
contribute to the development of the programme. They
learn this in the course: “DEVELOP PERFORMANCE
MANAGEMENT PROGRAMME”.
Please
CLICK HERE for
the descriptions and administrative information about
these 3 complementary courses.
Competency Elements
a)
Administer Performance Review Process (201)
1.
Manage performance management administrative
requirements
2.
Advise on performance management process
3.
Review performance management documentation
b) Implement Performance
Management Programme (401)
1.
Promote understanding and awareness of
performance management system
2.
Provide support to conduct performance management
reviews
3.
Monitor and review performance management
programme and activities
c)
Develop Performance Management Programme (501)
1.
Develop a performance management programme
2.
Facilitate the implementation of performance
management programme
3.
Evaluate effectiveness of performance management
programme
THE BENEFITS TO YOUR
BUSINESS WHEN YOU HAVE IN PLACE AND IN OPERATION YOUR
VERY OWN RELIABLE WORKPLACE PERFORMANCE MANAGEMENT
SYSTEM
1.
You attract A-Type employees to your Company
2.
You develop your other employees to be A-Type and
retain them
3.
You attain profit and growth for your business
4.
You prevent problems and you and your managers
have time for the strategic and creative and innovative
5.
Leaders and Staff/Workers are left to concentrate
on their core competencies
Your business wins, your
customers win, your employees win, you win. Only
winners; no losers. Don’t we all deserve this? …. What
are you waiting for? |
