| The Total Performance Management System |
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How do you expect to stay in business if you do not have it?
You are in business to earn profits and to grow your business. To be on this journey you need reliable; or, A-Type employees (Leaders and Staff or Workers) — see the illustration below. Do you have them?
You have employees. But how many are reliable? A reliable employee is one who delivers, at least, commensurate with what he is being paid (in salary and benefits) for the work he has been hired to do. Assuming you have hired employees with the potential to be reliable – if they did not have the potential to be your business-reliable employees, why did you hire them? If you wanted fish for a good dinner would you go to the supermarket and pay good money for stale fish?
Are your current employees reliable? the A-Type? Refer to the illustration below. Which of your employees fall in each of the employee type A, B, C, D?
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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. But, better late than never!
WHY EVERY COMPANY / ORGANIZATION NEEDS TO HAVE IN PLACE AND IN OPERATION A VALID AND RELIABLE TOTAL PERFORMANCE MANAGEMENT SYSTEM AND WITH APPRAISERS COMPETENT IN ITS USE?
If you do not have this,
- How do you decide on an employment termination or dismissal?
- In 2012, there will be legislation requiring employers to offer re-employment to their retirees. If you really have a few of them whom you do not want to re-employ because they have been poor performers; how do you prove this?
- How do you pay for performance?
- How do you distinguish the different grades of employee – above average, average and below average?
With the implementation of a valid and reliable total performance management system you cannot be faulted. Having just the system in place and in operation is not enough. Your performance management system must be valid and reliable in its implementation.
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